First define who you want to select
Clarify hiring needs, build job competency models and structured questions, so different interviews follow consistent capability standards.
KYMS · AI INTERVIEW
Kuaiyue Interview
AI interview solution. Quickly assess candidates' real capabilities and job fit by turning job requirements into interview questions, follow-ups, and evaluation reports, helping companies select talent more efficiently and accurately.
PRODUCT DEMO
See unified standards
How to enter the interview
See the full picture of how job profiles are built, AI interviews are configured, and organizational standards enter a unified interview process.
KYMS · PRODUCT WALKTHROUGH00:41
Core value
Standardized questioning
Evidence-based decisions
Start with a single hiring need and gradually clarify job requirements. AI handles questioning, follow-ups, and information organization, while the recruiting team makes hiring decisions based on reports and second-round interviews.
More than reading resumes—it also asks follow-ups
Ask follow-ups about specific experiences based on resumes and responses, organize capability evidence and questions for rechecking, and help interviewers identify second-round priorities.
Stop scheduling interviews back and forth
The AI interviewer is available around the clock; candidates complete video interviews flexibly, with information automatically collected and summarized into evaluation reports.
Key scenarios
Beyond campus recruiting
Covering more talent assessment scenarios
Use Kuaiyue Interview when you need to control candidate sourcing yourself and improve screening and assessment efficiency; explore Instant Staffing when you need end-to-end delivery from sourcing to onboarding.
Improve efficiency for high-volume interviews
Identify high-potential talent consistently and provide comparable preliminary evidence for subsequent second-round interviews.
Insufficient interviewer resources or inconsistent capability
Reduce fatigue from consecutive interviews and repetitive work, freeing the team for high-value decisions.
Provide a basis for store screening
Conduct upfront assessment based on role competencies and real experience, supporting unified candidate evaluation standards across stores and regions.
Establish standards and systems for competency assessment
Assess talent against internal roles and organizational requirements, providing references for subsequent review, development, and deployment.
Product Workflow
From talent standardsto comparable evidence for decisions
First clarify requirements, then configure and publish interviews. After candidates complete interviews, the recruiting team uses reports to screen and schedule second-round interviews. The workflow is shown below.
Clarify the Role
Describe hiring needs and extract core responsibilities, skills, and job requirements.
Configure Interview
Generate and confirm structured interview questions based on the role competency model.
Job Posting and Interview
Send interview links through recruitment channels; candidates complete video interviews and targeted follow-up questions.
View Reports
Summarize competency assessments, experience evidence, and second-round interview recommendations, and compare candidates against role requirements.
Screening and Second Interview
Share resumes and reports with the hiring team, focusing on key competencies and issues that still require confirmation.
REPORT PREVIEW · Sample Report
Recruiting Specialist · Candidate 01
Extracted from an actual second-round recommendation report; personal identifiable information has been removed.
Second Interview FocusHas recruiting experience
Focus on verifying execution and communication
Focus on verifying execution and communication
Restaurant Recruiting Fit
Report Summary & Final Interview Verification
Report Observations
Able to comprehensively consider candidate-job fit.
Still Needs Verification
Can transfer existing requirements identification experience to restaurant server recruitment.
Suggested Follow-Up Questions
Please give an example of how you would confirm store requirements and use them to screen restaurant server candidates.
Follow up on actual screening criteria, actions taken, and final results.Recruitment Process Control
Report Summary & Final Interview Verification
Report Observations
Has awareness of data recording, analysis, and strategy optimization.
Still Needs Verification
Verify whether the candidate can build a complete process rather than merely list isolated actions.
Suggested Follow-Up Questions
How would you build the full server recruitment process? How would you record data at each stage and adjust your strategy?
Follow up on conversion and improvement across screening, outreach, interview attendance, passing, and onboarding.Service Industry Recruiting Experience
Report Summary & Final Interview Verification
Report Observations
Able to propose multiple approaches to solving recruitment problems.
Still Needs Verification
Verify the actual effectiveness of job posting optimization, referral incentives, and communication methods.
Suggested Follow-Up Questions
If a job posting is not attractive enough, what aspects would you optimize? How would you verify that the changes are effective?
Follow up on specific adjustments, applicable scenarios, and validation results.Goal-Driven Execution
Report Summary & Final Interview Verification
Report Observations
Goal breakdown is not detailed enough.
Still Needs Verification
Further verify planning completeness, quantitative metrics, and daily feedback mechanisms.
Suggested Follow-Up Questions
If the monthly goal is to hire 30 restaurant servers, how would you break down the goal and track daily progress?
Follow up on how to adjust the plan when candidates no-show or progress falls behind.Communication
Report Summary & Final Interview Verification
Report Observations
Key job information is not introduced in sufficient depth.
Still Needs Verification
Assess whether salary, performance pay, and regularization requirements can be communicated clearly and completely.
Suggested Follow-Up Questions
Please introduce the server position’s salary structure, performance calculation, and regularization assessment requirements to the candidate.
Follow up on how to confirm that the candidate truly understands the conditions and challenges.Stress Tolerance and Resilience
Report Summary & Final Interview Verification
Report Observations
The report recommends further assessment of risk anticipation and emergency response.
Still Needs Verification
Verify response measures and communication strategies when multi-channel recruitment encounters changes.
Suggested Follow-Up Questions
What risks may arise in multi-channel recruitment? How would you respond and communicate with the restaurant manager?
Follow up on expected outcomes, contingency plans, and execution order.Next Step: Structured Interview + Situational SimulationThe interviewer makes a judgment based on original responses and final interview performance.
Related Practices
From Recruitment & Selection
to Internal Talent Assessment
From management trainee screening to internal talent assessment, use a unified interview method based on specific positions and evaluation requirements.
Kuaiyue InterviewWithin 7 daysRecruitment cycleA leading premium hot pot chain brand
Volume recruitingTalent assessment
Standardized management trainee screening criteriaMake high-volume hiring faster and more accurate
View Case
Kuaiyue InterviewHalf a day200+ people assessedA well-known Chinese restaurant chain brand
Unified standardsTalent assessment
Quantified corporate culture standardsEfficiently completed large-scale internal talent assessment
View CaseStart from real scenarios
Campus recruitmentCross-region
Not sure whether Kuaiyue Interview is a fit?
Share the role, candidate volume, regions involved, and current interview process, and we will first assess the scenario and boundaries.
Book a product consultationHow to start
Start with one role
Then expand to more scenarios
Bring the job description, hiring volume, and current interview process. We will first confirm assessment dimensions, interview flow, and report usage before discussing subscription or system integration options.
Role requirements and evaluation priorities
The company confirms role requirements and questions, avoiding generic questions being applied directly to different roles.
Resumes and multidimensional interview reports
Review capability evidence and second-round recommendations, helping interviewers focus on areas requiring deeper verification.
AI-assisted, human-reviewed
Reports serve as a reference for hiring and talent assessment. Final hiring or placement decisions are made by the company based on second-round interviews and actual role requirements.
Enable the organization’s talent identification standardsto be executed at scale
Tell us the role, candidate volume, regions, and current interview process, and we will first confirm whether the scenario is suitable.