The next crew is already applying.
Applicants talk with Emma from the truck, on a break or after the shift. Your hiring lead reads a ranked list with the quote behind every score.
Video interviews by email link · No limit on hiring leads or crew roles · Your team decides
Travis M.Live captions
EmmaTravis, tell me about the last pour you worked. What was your part in it?
TravisI ran the wheelbarrow and screeded behind the crew. I’ve helped set forms a couple of times but never on my own.
Need an accommodation? Ask here · A person reviews every answer
- 24/7Open for interviews
- Crews apply from the truck, on a break or after the shift.
- 10 minPer interview
- On any phone or laptop, in the browser. Nothing to install.
- 1 rubricFor every applicant
- Same questions, same order, same weights for every crew role.
- 0Auto-rejects
- It scores and ranks. Your hiring lead decides who gets a call.
Hiring that doesn’t stop the job.
Foremen and office staff stop working a phone queue and start reading answers.
Applicants interview from the truck
On a break, after the shift, on a day off. The link waits for them.
Same questions for each applicant
Trade experience, safety cards, travel and start date are asked the same way every time.
Hear the answer before you staff the job
Each score cites the moment it came from, so your hiring lead can listen before the call.
01 · From job post to shortlist · Site Laborer
Everything the first screen needs, on the record.
01 / 05
The questions for the crew role.
Trade experience, the safety cards you ask about, getting to the site, start date, travel and overtime.
Which safety cards do you hold, such as OSHA 10?
Must-haveWeightRecorded as stated by applicantCan you get to the site for a six o’clock start?
Must-haveWeightTell me about the last pour you worked. What was your part in it?
If no mention of forms: ask about setting forms.
WeightedWeightHave you operated a skid steer or similar equipment?
WeightedWeightWhen could you start?
WeightedWeight
Same questions, same order, for each applicant for the role.
A missed must-have is flagged, not auto-rejected02 / 05
A score that shows its work.
Sub-scores roll into one interview score. A stated safety card stays a statement until your hiring lead checks it.
Interview score
#4 of 23 · 2 of 2 must-haves
OSHA 10 cardMust-have
“I got my OSHA 10 last spring.”· not verified
Stated by applicant02:48Can get to the site for scheduled shiftsMust-have
“I drive, I can be there by six.”
Met03:30Concrete forms and finishing
“I’ve helped set forms a couple of times but never on my own.”
Probe in interview04:10Can start Monday
“I’m on another job until the 20th.”
Not met05:40Operates a skid steer
Not asked. The interview ended at question 5, so this row is left blank.
Not established
Scores and ranks. Your team decides.
Decision: pending03 / 05
The list before you staff the job.
Sorted by score and must-haves, with what to probe on the call.
- 1
Miguel A.
81%2 of 2 must-haves - 2
Dre H.
74%2 of 2 must-haves - 3
Travis M.
68%2 of 2 must-haves - Invited
Cody W.
Invited, not started. Reminder goes out at 24 hours.
Sorted by must-haves first, then score. A person decides.
04 / 05
Invites and reminders by email.
One link per applicant, reminders at 24 and 72 hours, and they stop the moment the interview is done.
Your Site Laborer interview, on your break
Hi Travis, thanks for applying. When you have ten minutes and your phone, open the link and talk with Emma, our AI interviewer. The hiring lead reviews every interview.
Start my interviewNeed an accommodation? Reply to this email.
- Invite sent by emailMon 9:02
- Reminder, if not started24 h
- Second reminder72 h
- Reminders stopInterview done
05 / 05
Flags for a person to review.
A second voice or time off screen is shown to your hiring lead and kept out of the score.
How integrity flags workIntegrity
Travis M.- Tab switchesNone
- Second voiceNone
- Off screen1 · 06:10
- AudioClear
- DeviceiPhone, Safari
For a person to review. They stay out of the score.
02 · Trust
Built for the applicant too.
Each applicant knows who they are talking to, what is kept and how to say no.
- Told it is an AISaid aloud and shown in writing, with a timestamp on file.
- Consent before recordingA notice first. Saying no does not count against anyone.
- Same questions for each applicantSame order, same rubric, same bar.
- Accommodation on requestA link on every invite and every screen.
- Kept only as long as neededRetention is stated in the privacy notice.
- Delete on requestAn applicant can ask from the end screen.
What stays with your team
- Checking safety cards, licenses and certifications
- Right to work and background checks
- Drug screening and site requirements
- Wage, union and client rules
03 · Questions
What contractors usually ask.
See it with one of your roles.
Bring a job post. We set up the interview with Emma and you take it yourself.
Or email support@screenwith.ai
Does it check OSHA cards or licenses?
No. It asks, and records what the applicant says, labeled “Stated by applicant” and not verified. Checking stays with your team, and the scorecard points them to what to verify.
What if an applicant can’t or doesn’t want to take a video interview?
An applicant needs a phone or computer with a browser, a camera and a microphone, and the link. Every invite explains how to ask for another way to interview, such as a call from your team. Your team decides how to respond, and accommodation requests stay out of scoring.
We place crews through a staffing agency. Is this for us?
ScreenWith AI is built for whoever runs the first screen. If an agency fills your crews, the staffing agency page is the closer fit, and the agency can run it for you.
Which languages work?
The interview is in English. If English is not needed for the job, your team should offer another way to apply. Spanish is planned, and we’ll say it is available only once it works.
Are there rules for AI tools used in hiring?
Some places, including New York City, Illinois, Colorado and California, have rules for AI tools used in hiring, such as notices to applicants and bias audits. Your team stays responsible for its own compliance. Tell us where you hire and we’ll tell you what we can document today.
What happens to the recording?
The recording and transcript are shown to the team that invited the applicant. The retention period will be stated in our privacy notice once it has been reviewed.
What does it cost?
There is no limit on recruiters or open roles, and we quote against the screens you expect to run. We aren’t publishing a price table until we’ve measured how many applicants finish an interview.
Interview everyone. Decide with evidence.
Your team makes the call. We handle the first round.