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Aethel

For hiring teams

Give every candidate a first interview. No scheduling needed.

Create an interview link for a role and send it to your candidates. They talk with an AI interviewer whenever it suits them. You read the transcript and scores that quote their own words, and your team makes the decision.

Create an employer account See pricing

Free to start while Aethel is in early access. No card needed.

Your interview link · Data engineer

Example

Jordan Avery

Interview for Data engineer · 5 answers

AI review74 / 100

  • Problem solving

    78 / 100
    “I changed the job to reprocess a rolling six-hour window and merge on order ID, so a late event updates its row instead of being dropped or counted twice.”

  • Collaboration

    Not enough evidence

    The interview did not cover this area. That is not a low score.

Your decision

Decision buttons: Undecided, Advance, Not a fit. Your team chooses.

What your team sees. The candidate is made up. See the full sample result

How it works

See what candidates see
  1. Step 1

    Create a link for a role

    Add the role title, its field, and the level. If you want, list focus areas and up to three questions for the interviewer to ask word for word. Each result shows whether they were asked and answered.

  2. Step 2

    Send it to your candidates

    Share the link however you already reach candidates. Aethel does not message them for you.

  3. Step 3

    Candidates interview on their own time

    The interview takes about 15 minutes. Candidates are told up front that the interviewer is an AI, and they agree to share the result with your company before they start.

  4. Step 4

    Review and decide

    Read the transcript and the scores, with the quotes behind them. Mark each candidate Advance, Not a fit, or Undecided, and keep private notes.

What your candidates see

A realistic interviewer that never pretends to be a person

Candidates talk with an AI interviewer on video. It asks about their real work and follows up on what they say. It says it is an AI in its first line.

  • About 15 minutes, whenever it suits them
  • Told before they start that the interviewer is an AI
  • Type or speak. No camera needed
  • Accommodations they choose themselves: more time per answer, more time overall, type only, or larger captions
  • They see their own result, the same one you see
Try a practice round yourself

Aethel interviewer

AI interviewer

Example
The AI interviewer on video: a realistic face, labeled as an AI on screen.

Interviewer caption: “Hi, I’m Nelly, Aethel’s AI interviewer. Tell me about a project where your first plan didn’t work. What did you change?”

What the interview room looks like, with a sample question.

What you get for each candidate

A result you can check for yourself. Every score points to what the candidate actually said.

  • The full transcript

    Every question and every answer, in order.

  • Scores that show their evidence

    Four areas that fit the role's field, such as legal reasoning or financial analysis, always including communication. Each is scored from 1 to 100 with the exact quotes behind it.

  • "Not enough evidence" instead of a guess

    If the interview did not cover an area, the result says so. It is never shown as a low score.

  • Your decision and private notes

    Track where each candidate stands. Candidates never see your notes.

See a full sample result

Fair to candidates, useful to you

Candidates give you their time. Aethel treats it with respect, and keeps the evidence in front of you.

Words only

Scores come only from the words in the transcript. Aethel does not score accent, voice, appearance, background, or video.

No hiring recommendation

The AI review does not tell you who to hire or guess at seniority. It describes what the candidate said.

No hidden filtering

Every candidate who completes your interview appears in your list. Aethel does not screen anyone out.

Candidates see their result

Each candidate can see the same result you see, in their own account.

Fields you can interview for

Interview links work for experts in any of these fields. You choose the field and the level for each link, and the interviewer asks about real work in that field.

Each field has its own four scoring areas, and communication is always one of them. Open a field to see what the interviewer covers, starter templates for common roles, and sample must-ask questions.

Privacy and security

Consent before every interview

Candidates see your company name and the role, and agree to share their name, email, transcript, and AI review with you before starting.

Only your own candidates

You see results only for interviews taken or shared through your own links. Your notes and decisions are visible only to you and colleagues you invite to your team.

Candidates stay in control

A candidate can delete their data at any time. Their result is then removed from your account too. You can also remove one candidate's result yourself. Copies you downloaded are yours to delete.

Payments through Stripe

If you choose a paid plan, checkout is handled by Stripe. Aethel does not store card numbers.

Read the full privacy policy and how Aethel uses AI.

AI hiring laws: what you do and what Aethel does

Most of the duties toward candidates, such as notices and consent, belong to you as the employer. Open the summary to see what Aethel does, what it does not have, what each law asks, and notice text you can copy.

Some places have laws for using AI in hiring. Most of the duties toward candidates, such as notices, consent, audits, and offering another way to be assessed, belong to you as the employer. Here is what Aethel already does, what it does not have, and notice text you can send. This is a plain summary, not legal advice. Check with your lawyer. Read what candidates are told.

What Aethel does today

  • Tells candidates before and during the interview that the interviewer is an AI, not a person.
  • Explains on the consent screen, before every interview, what the AI scores, what it never scores, who decides, how to ask for another way to be assessed, and how to delete. The full explanation is public at aethel.pro/trust/ai.
  • Asks every candidate to consent before the interview starts, names your company and what you will see, and keeps a dated consent record with the version of the explanation they saw.
  • Scores only the words in the transcript. It does not record video or audio, and no AI judges faces, voices, tone, or emotions.
  • Shows the exact quotes behind every score, and says "not enough evidence" instead of guessing.
  • Never rejects or advances anyone. Your team sets every decision by hand.
  • Lets candidates see their own results and delete their data at any time. A deleted result leaves your account. Interview records are deleted after 24 months.
  • Lets you remove one candidate's result from your account yourself, with your team's decision and note, for example when a candidate asks. Aethel keeps a record of who removed it and when. Copies you downloaded or received in your own systems are yours to delete.

What Aethel does not have

  • No independent bias audit has been done. Aethel ran its own internal test, which is not an audit: 798 scorings of made-up candidates, each version changing one thing that should not matter. A name, a stated disability, a hint about age, and speech-to-text mistakes made no difference we could measure. Non-native English grammar did: strong and average answers written with non-native grammar scored about 2 points lower out of 100 than the same answers in fluent English. We have not fixed this yet. The test used made-up interviews, so it does not measure outcomes for real applicants. Aethel has no SOC 2 report and no certification under any AI law.
  • Aethel does not collect race, gender, age, or other demographic data, so it cannot report results by group.
  • Aethel does not send notices to your candidates for you. You send the notice and the link.
  • Interview records are deleted after 24 months. If a law asks you to keep hiring records longer, download them.
  • Aethel has not yet written the formal documentation that Colorado's and Connecticut's coming laws ask developers to give employers, or taken the steps the EU AI Act asks of providers of high-risk hiring AI.

Law by law

Open a law to see when it applies, what it asks of you, and where Aethel stands.

New York City Local Law 144

You hire or promote for a job in New York City and a tool's scores substantially help decide who moves forward.

In force: Yes. Enforced since July 5, 2023.

What it asks of you

  • Decide with your lawyer whether your use makes Aethel an "automated employment decision tool". Under the city's rules it does if you rely only on the scores, weigh them more than any other factor, or use them to overrule other judgments, including your team's.
  • If it does: before you use it, have an independent bias audit done within the past year, and post a summary of the results on your website.
  • Tell candidates who live in New York City at least 10 business days before: that the tool will be used, the job qualifications and characteristics it assesses, and how to ask for another selection process or an accommodation.
  • Post on your website, or send within 30 days of a written request, the type and source of the data the tool uses and how long it is kept.
  • Fines run from $500 to $1,500 per violation, and each day of use can count as a separate violation.

Aethel today: Aethel has no bias audit. If your use counts, the law asks for an audit before you use Aethel for New York City roles, and Aethel cannot give you one today. The notice below covers the qualifications, characteristics, data, and retention parts.

Illinois Human Rights Act (the AI amendment, HB 3773)

You have employees in Illinois and use AI in recruiting, hiring, or other job decisions.

In force: Yes, since January 1, 2026. Detailed notice rules were proposed in May 2026 and withdrawn in June 2026, so there is no official notice format yet.

What it asks of you

  • Give notice when you use AI in recruiting or hiring decisions.
  • Do not use AI in a way that has a discriminatory effect on people in protected classes, and do not use zip codes as a stand-in for a protected class.
  • The withdrawn rules suggested what a notice should name: the product and who makes it, the decision it affects, its purpose, the data it uses, the positions, a contact, and the right to ask for a reasonable accommodation.

Aethel today: The notice below names Aethel, the role, what the AI evaluates, the data, a contact you choose, and how to ask for an accommodation. Aethel scores only the transcript text and never uses location or zip codes. Its scores have not been audited for differences between groups. Aethel's own internal test on made-up interviews, which is not an audit, found that non-native English grammar lowered the scores of strong and average answers by about 2 points out of 100, and this is not fixed yet.

Illinois Artificial Intelligence Video Interview Act

You ask applicants for Illinois-based jobs to record video interviews, and AI analyzes the videos.

In force: Yes, since January 1, 2020.

What it asks of you

  • Before the interview: tell the applicant AI may be used to analyze it, explain how the AI works and what general types of characteristics it uses, and get their consent.
  • Share interviews only with people whose expertise or technology is needed to evaluate the applicant.
  • If the applicant asks, delete the interview within 30 days, and tell everyone who got a copy to delete it too, including backups.
  • If AI alone decides who gets an in-person interview, report race and ethnicity data to the state each year.

Aethel today: This law may not cover Aethel interviews, because Aethel does not record video and the AI reads only the written transcript. Ask your lawyer. Aethel follows its steps anyway: the consent screen explains how the AI works and what it scores, and records consent; a candidate can delete in Aethel at once, and email requests are done within 30 days; you can remove a candidate's result from your account yourself at once. Copies you downloaded are yours to delete. Aethel never decides who gets an interview.

California: Civil Rights Council rules and CCPA rules on automated decisions

You hire in California.

In force: Civil Rights Council rules: yes, since October 1, 2025. CCPA automated decision rules: from January 1, 2027, for businesses the CCPA covers.

What it asks of you

  • Do not use an automated decision system in a way that discriminates. A tool that helps people decide counts. Testing for bias, and acting on what you find, helps your defense.
  • Keep employment records, including automated decision data, for 4 years.
  • From January 1, 2027, if the CCPA covers you and a tool makes or substantially replaces a hiring decision: give a notice before use, offer an opt-out or an appeal to a person, and answer access requests. A tool does not count when a trained person reviews its output and has the authority to decide.
  • Using AI to judge an applicant's ability from live audio may also call for a CCPA risk assessment, due by December 31, 2027 for processing already under way.

Aethel today: Your people make each decision with the transcript and the quotes in front of them. Aethel has no independent bias audit. Aethel's own internal test on made-up interviews, which is not an audit, found that non-native English grammar lowered the scores of strong and average answers by about 2 points out of 100, and this is not fixed yet. Aethel deletes interview records after 24 months, so download what you must keep for 4 years.

Colorado automated decision law (SB 26-189, which replaced the Colorado AI Act)

A tool's scores materially influence a hiring decision about someone in Colorado.

In force: Not yet. In May 2026 Colorado replaced its AI Act with a narrower law that starts January 1, 2027. In a pending federal case the state agreed to a court order not to enforce it until after the court rules, and the state's rules are still being written.

What it asks of you

  • From January 1, 2027: give a clear notice before you use the tool.
  • Within 30 days after an adverse decision, explain the decision and the tool's role in plain words, let the person correct wrong data, and offer review and reconsideration by a person where reasonable.
  • Keep records for 3 years.

Aethel today: As the developer, Aethel will owe you documentation on intended uses, known limits, the data it uses, and how to use it. Today that is on aethel.pro/trust/ai; formal developer documentation is not written yet.

Connecticut AI law (Public Act 26-15)

You use an automated tool in hiring decisions about people in Connecticut.

In force: Not yet. Its duties start October 1, 2027.

What it asks of you

  • Tell applicants in plain words when they are dealing with an AI, unless it is obvious.
  • Before the decision, give written notice of the purpose, the tool's name, the data it uses and how, where the data comes from, and a contact.

Aethel today: Aethel already tells candidates they are talking to an AI, and the notice below covers most of the written notice. As the developer, Aethel will owe you the information you need to comply.

EU AI Act

You use Aethel to evaluate candidates for jobs in the European Union.

In force: In part. The ban on reading emotions in hiring applies since February 2, 2025, and the duty to tell people they are dealing with an AI since August 2, 2026. The rules for high-risk hiring AI, which cover tools that score candidates' answers, apply from December 2, 2027.

What it asks of you

  • Do not use a tool that reads emotions from a candidate's face, voice, or body. The ban covers hiring.
  • Never present the AI interviewer as a real person. The provider must tell candidates they are dealing with an AI.
  • From December 2, 2027: use the tool as its provider instructs, have trained people oversee it and question its scores, keep the logs it creates, tell workers' representatives before you use it at work, and tell candidates it is used to make decisions about them.

Aethel today: Aethel tells candidates the interviewer is an AI before and during the interview, and nothing in Aethel reads emotions or judges faces or voices. Aethel has not yet done what the Act asks of a provider of high-risk hiring AI, such as a risk management system, technical documentation, a conformity assessment, EU registration, and an EU representative. Talk to us before you use Aethel for roles in the EU.

GDPR (European Union)

Your candidates are in the European Union.

In force: Yes, since May 25, 2018.

What it asks of you

  • Candidates have the right not to be subject to a decision based only on automated processing that significantly affects them. Have people make each decision with real review. The EU's top court has held that a score can count as the decision when the decision maker relies on it heavily.
  • Before you collect their data, tell candidates that an AI scores the interview, the logic it uses, and what it means for them.
  • Answer requests to see or delete data within one month.
  • Have a lawful basis, a data processing agreement with Aethel, and a lawful way to send data to the United States, where Aethel stores it.

Aethel today: Aethel never decides. Your team sets each decision by hand and sees the quotes behind every score. The consent screen and aethel.pro/trust/ai explain the logic. Aethel does not yet have a standard data processing agreement or an EU representative, so ask us before you use Aethel for candidates in the EU.

Notice for your candidates

Fill in your details and copy the text into your job post or the email you send with the interview link. If New York City's law applies to you, send it to candidates who live there at least 10 business days before they take the interview.

Edit it to match your process. This is a plain summary, not legal advice. Check with your lawyer.

Questions

Do candidates know they are talking to an AI?

Yes. Candidates are told before they start that the interviewer is an AI. It is never presented as a person.

What do candidates need?

Your link, a free Aethel account, and about 15 minutes. They can type or speak their answers. Camera and microphone are optional.

Can I choose the questions?

You can list focus areas and up to three must-ask questions for each link. The interviewer is told to ask each must-ask question as written, and each result shows whether it was asked and answered, or asked in other words. The interviewer picks the other questions based on the role and the candidate's answers.

What is "Use my recent interview"?

A candidate who finished an Aethel interview in the same field in the last 90 days can share it at your link instead of taking a new one. If your link has must-ask questions, they answer them word for word in a short add-on with the AI interviewer. You see their name, their email address, the transcript and AI review of that interview, marked with the date they took it, and their answers to your questions. You see only the interview they chose to share, never their other attempts. It counts as one finished interview for your link. The candidate can stop sharing it later, which removes it from your account. It is on for every link by default. Turn it off in a link's settings to ask every candidate for the full interview.

How are the scores worked out?

An AI review reads the transcript and scores four areas from 1 to 100. An area gets a score only when the review can quote the candidate's exact words for it, and every quote is checked against the transcript. Otherwise the area shows "Not enough evidence". The overall score is the average of the areas that have evidence.

Does Aethel decide who to hire?

No. Aethel shows you what each candidate said and how it was scored. Your team makes every hiring decision.

Who is responsible for AI hiring laws, such as New York City's Local Law 144?

Mostly you, as the employer. Laws in New York City, Illinois, and California put the duties toward candidates on the company that hires: notices, consent, bias audits, and offering another way to be assessed. Colorado's law and the EU AI Act also put duties on the company that makes the tool, and Aethel has not completed those. Aethel tells candidates the interviewer is an AI, explains what it scores, and records their consent. Aethel has not had a bias audit. See "AI hiring laws" on this page for a plain summary and notice text you can send. It is not legal advice.

Will Aethel contact my candidates?

No. You send the link and follow up with candidates yourself. Aethel does not message candidates on your behalf.

What does it cost?

While Aethel is in early access, you can create an employer account and keep one interview link open at a time for free. Monthly plans are listed on the pricing page. Experts never pay.

Hiring in a specific field? See what the interview covers and sample questions for each field.

Send your first interview link

Create an employer account, describe the role, and copy your link. It takes a few minutes.

Create an employer account See what candidates see

Not ready to sign up? Tell us what you need. We reply within 2 business days. Replies come from Aethel's AI support assistant.