How Tarkflo works
How AI hiring works.
Stay in control.
Tarkflo connects CV screening, two-way AI voice interviews and candidate evidence in one applicant tracking system. You set the role criteria, review the results and make the final hiring decision.
Your criteria. Candidate evidence. Human decisions.
Not a black box
A number is not
the whole story.
You need to know what a candidate said, how it relates to the role and where judgement still matters.
Tarkflo connects your requirements with candidate responses and supporting evidence. The evaluation prepares your team for a decision. It doesn’t replace one.
A clearer path from application to decision
One process.
Three connected parts.
The role sets the context. Candidates provide the evidence.
Your team brings the judgement.
Illustrations of the hiring workflow, not application screens.
What happens along the way
- 01
Set the role
- 02
Screen applications
- 03
Invite to interview
- 04
Evaluate responses
- 05
Review the evidence
- 06
Make the decision
01 / The role gives the process its direction
How do your role criteria guide the process?
Tarkflo doesn’t decide what makes someone right for your company. Define the skills, questions and evaluation criteria that matter for each role. Those requirements give screening and interviews a shared point of reference.
- Use different requirements and scorecards for different roles
- Ask about the skills and situations that matter for the job
- Define when candidates move forward or wait for review
- Review and change an outcome when context matters
02 / Responses become reviewable evidence
How is a candidate evaluation made?
The interview is transcribed and evaluated against the criteria configured for the role. Your team receives the evaluation with the conversation behind it, so a result has context—not just a number.
- Review the candidate’s answers, transcript and recording
- See role-specific evaluations with supporting evidence
- Understand where limited information affects confidence
03 / AI supports. People decide.
Who makes the hiring decision?
AI can help prioritize the candidates who deserve a closer look. Your recruiters and hiring managers bring the context, review the evidence and decide what happens next. The final hiring decision stays with your team.
- Review ranked results alongside the candidate’s responses
- See uncertainty when the evidence is not sufficient
- Keep responsibility for advancing, holding or rejecting candidates
Keep the evaluation about the role
More context.
Fewer assumptions.
An understandable evaluation is more useful than an unexplained number. These are the boundaries that matter.
Interview signals that may need attention are shown separately from the role evaluation. Your team decides what they mean.
A conversation that fits the role
The language can change.
Your hiring standard doesn’t.
Not every role needs an English-only interview. Use supported regional languages for frontline, customer support and voice-process roles while keeping evaluation and reporting connected.
Candidate data & team-level control
The process is connected.
Access is controlled.
Candidate information, interview records and reports are protected with access controls designed for authorized members of your team.
Read our privacy practices- 01
Access for the right people.
Candidate reports and interview information are available to authorized members of your team.
- 02
Records you can review.
Keep interview responses, transcripts, recordings and evaluations connected to the candidate record.
- 03
Control beyond the interview.
Manage candidate records according to your retention and operational requirements.
From understanding to action
Bring your next role. We’ll show you the process.
Walk through screening, interviews and candidate evidence with your team’s hiring challenges in mind.
See the workflow. Review the evidence. Stay in control.