Talyn runs the first two rounds, a structured AI video interview and a sandboxed coding round, so your recruiters open a ranked shortlist instead of a calendar full of screening calls.
Application volume per role is climbing faster than any recruiting team can absorb, and the first round is still a human on a call repeating the same six questions.
Applications received per open role. Two thirds of recruiters say volume per role rose again year on year, while the number of candidates a human can realistically interview has not moved.
Once in recruiter hours, and again in the candidates who leave before you reach them.
Global average time to hire has risen four years running, reaching 44 days across roughly 250,000 hires analysed.
The Josh Bersin Company with AMSGenerative AI reached candidates before it reached most hiring teams. An unproctored take home or an unstructured call no longer tells you what it used to.
Adoption is broad but thin. Most teams have bolted AI onto resume parsing and stopped there, which leaves the expensive part of the funnel, the interview itself, untouched.
$10.8bn in 2024, projected to reach $24bn by 2034 at an 8.5% compound annual growth rate. Asia Pacific is the fastest growing region at 9.6%, led by India.
The gap between 69% and 18% is the opportunity. Talyn is built for the part almost no one has automated: the structured interview and the coding round.
Intent is rising across 21 industries surveyed, and it lands on teams whose screening capacity is flat.
Adoption is already normal here, which shortens the education part of every sales conversation.
Talyn sits between your resume filter and your hiring manager. Every applicant who clears the filter meets the same AI interviewer, is scored against the same rubric, and only the ones who clear the bar reach a human.
Every candidate for a role draws from the same question bank and is scored against the same rubric, so results compare across a whole hiring cycle rather than across interviewer moods.
Two hundred candidates can interview on the same evening in their own timezones. Invites stay valid for 72 hours and reminders resolve locally.
Each scorecard carries the recording, the transcript, the coding submission and the integrity flags, so a shortlist decision can be shown rather than argued.
Your recruiters stop running first rounds and start reading the results of them.
Pick the role, the question bank and the rubric. Turn vision proctoring on or off for this req alone.
Candidates get a link valid for 72 hours. Nothing to install, no extension, no proctoring client.
A structured video round, then a sandboxed coding round that runs in a network locked judge.
Scorecards ranked, recordings attached, integrity flags surfaced, export straight to your ATS.
Steps two and three need no recruiter time at all. That is the whole point: the wide end of the funnel becomes machine work, and human attention moves to the narrow end.
Candidate interview results from the current STG data, shown as the scorecard a recruiter reviews after the interview.
Yours, per role, versioned.
Attached to every scorecard.
Not one opaque number.
The screening signal problem is solvable, but only if the environment is controlled and the controls are visible on the scorecard.
Candidate code runs in an isolated executor with no outbound network. A hostile submission cannot reach anything it should not, and a slow one simply times out rather than holding a worker.
On by default for the interview round. Coding rounds allow a small, logged margin, because reading documentation is not cheating and pretending otherwise creates noise.
Camera based review flags tab switches and look aways so your team reviews exceptions rather than watching every recording end to end.
A dropped connection pauses the session rather than failing it. A camera drop is logged as a flag on the scorecard, for a human to weigh.
The case for automating the first round is not only speed. Unstructured interviews largely re-measure general mental ability; structured ones add signal the rest of your process does not already have.
Incremental predictive validity over a general mental ability test alone, from the 2016 update to the Schmidt and Hunter meta analytic series. Structure is also what makes two candidates comparable, which is the precondition for ranking a shortlist at all.
Every candidate for a role is asked from one versioned question set.
Scored on the same dimensions, with the evidence attached.
Same time limits, same environment, same integrity rules.
Interview recordings and scorecards are among the most sensitive records a company holds about people it has not hired. Talyn is built on that assumption.
Every tenant is separated at the database schema, not by a filter clause in application code.
No client to install on a candidate machine, no extension, no local proctoring agent to review.
Submitted code executes with no outbound network and hard resource ceilings.
company.app.talyn.ai, your logo, your question banks, your exports.
Interview links stay valid for 72 hours and resolve reminders in the candidate real timezone, not your server one.
Shortlists, scores and recordings export to your existing ATS. Talyn sits upstream of it rather than replacing it.
Talyn is built so a candidate can see the same evidence a recruiter does: what was asked, what was recorded, and what was flagged.
It does not fail the session or disqualify the candidate.
An exception goes to a human, it is not an automatic rejection.
Per req, so you can match the level of scrutiny to the role.
Published monthly pricing, per company. Everything beyond Growth is quoted.
Get started and explore the platform.
Built for growing recruitment needs.
For high volume hiring and advanced needs.
Higher interview volume, multi entity rollouts, bespoke integrations and dedicated onboarding are quoted against your actual req count.
A twenty minute walkthrough on one of your actual open roles, with your own question bank, before you commit to anything.