Rebecca AI Review: The AI Video Interview Software Transforming Candidate Screening

Hiring is one of the most time-consuming jobs when running a business. Long periods, or weeks, can be consumed by simply scheduling and conducting first-round interviews. Rebecca AI is changing that at an astonishing pace.

If you have seen the general trends of AI tools in the workplace, then you have likely seen that many repetitive, structured processes and tasks are being turned over from human workers to intelligent software programs. Recruiting is quickly embracing AI-driven automation.

Rebecca AI, built by Pete & Gabi, is a voice AI recruiter that can conduct, evaluate, and report on candidate interviews without a human sitting in on that interview via voice or video.

So, I’ve researched everything I could about Rebecca AI, what it does, how it works, and whether it would be valuable in helping recruit teams with their hiring needs.

What Is Rebecca AI?

Rebecca AI functions as an agentic AI interviewer, which means it uses a mix of set questions as well as interactive listening capabilities to allow the AI to change and tailor its next questions based on how a candidate answered previous ones. In addition, candidates are scored in real time based on their performance during the interview, and candidate reports are produced on the same day as the interview is concluded.

The simple premise of the platform is uploading resumes, sending out links, and receiving a score report by the end of the same day. No need to schedule an appointment with a recruiter and no longer wait three weeks to find out if you received a job offer.

Key Features of Rebecca AI

1. Voice AI Interviews That Actually Sound Human

What sets Rebecca AI apart is that she has actually spoken to all of her applicants through live voice calls. All her applicants claim that the experience of speaking with an app was very different from that of a regular person.

Rebecca AI’s ability to use facial expressions and the tone of her voice to change the mood of the call based on what the applicant is telling her lends a level of humanity to this otherwise mechanical process of interviewing applicants.

2. Resume-Aware, Role-Specific Questioning

Before conducting an interview, Rebecca AI reads both the job description and the candidate’s CV. Based on this information, she creates an interview for each candidate tailored to the candidate’s skill level in relation to the job being filled; for instance, if you are a back-end developer applying for a position as a Python programmer, then you will not be asked the same questions as a candidate for a Finance Manager position.

Understanding who the applicant is and what role or position they are being considered for will allow the applicant to show more of their skills than if they participated in a standard phone screen process.

3. Live Technical Coding Challenges

In addition to asking questions, Rebecca AI can have users perform live coding exercises while they are being interviewed. These tests can be timed, automatically scored, and benchmarked against real-world scenarios. Developers can also select the level of difficulty for each of the test cases offered (e.g., Junior, Intermediate, and Senior).

The interview results are available for review early in the day – before most employees arrive at work – and there is no need for manual grading; all results will be ready before most employees have finished their first cup of coffee in the morning.

4. AI Cheat Block (Interview Integrity)

One of the major issues relevant to remote assessments is cheating. To battle this, Rebecca AI has a multi-layered system that can be toggled on or off per interview.

Tab-Switch Detection: If the candidate switches to another tab, the interview will automatically end.

Copy & Paste Prevention: Within the coding editor, you will not be able to copy and paste.

Full-Screen Enforcement: A candidate cannot have two monitors or have another window open simultaneously.

Rebecca AI Guard: Designed to protect the integrity of your interview process while still ensuring that the candidate’s privacy is maintained.

5. Detailed Candidate Reports

Following each interview, Rebecca AI creates a full evaluation report containing candidate fit ratings (Good Fit, Fair Fit, and Poor Fit) and an overall score (0-10), as well as clarity of communication and depth of knowledge assessments, a complete transcript of the interview, audio recording, coding submissions if applicable, and a PDF of the report. All data from the interview is automatically kept in sync with your applicant tracking system (ATS) so that you do not have to manually enter data or export via CSV.

6. ATS Integrations

Rebecca AI integrates with more than 42 different ATS systems,s including Workday, SAP SuccessFactors, Oracle Taleo, Greenhouse, Lever, iCIMS, Ashby, and Rippling.

Profiles of candidates, interview results, and scoring all automatically sync with your current systems and solutions, which allows you to continue using what you are already using rather than requiring your team to adopt a completely new process.

7. Soft Skills Evaluation

In addition to assessing candidates based on skills, Rebecca AI assesses how candidates speak, the structure of their responses, and the level of engagement they have in conversation with interviewers. By taking all these factors into consideration, hiring managers have much better information about the candidate’s abilities and confidence regarding communication, versus only assessing their ability to solve problems through technical means.

8. Structured, Bias-Audited Scoring

Each candidate is assessed according to the same evaluation criteria used for other candidates – this assures there is consistency and standardization in the way that you evaluate candidates. In addition to assessments being controlled in this manner, you will find that Rebecca AI has been built on enterprise-level compliance requirements such as SOC 2, GDPR, CCPA, and ISO 27001. Furthermore, Rebecca AI supports the monitoring of adverse impact by protected class using the EEOC four-fifths rule with quarterly audits and auditable scoring reports for recording candidate assessment scores.

How Does Rebecca AI Work?

It is extremely easy to use the system – just three steps, no experience needed:

Step 1

Paste your job specification into Rebecca AI, which allows you to create a custom voice interview for this job within 30 seconds (no need to write out the questions!)

Step 2

Share the interview link with the candidate; Rebecca AI will do the live interview for you – whenever it’s convenient for you (no matter what time zone the candidate’s in) and without the need for an interviewer to be present.

Step 3

Get the report (a transcript, scoring results, audio playback, and a recommendation to hire) just minutes after the interview is completed; the report will be synced to both your AS and the interview link you provided.

That’s all there is to it! The implementation process takes less than one week, and many companies have started scheduling candidate interviews soon after going live.

Results Obtained from Customers

In customer data gathered from 2024-2026 deployments, here are the results of Rebecca AI:

• Reduced time-to-hire by 80%
• Reduced hiring costs by 60%
• Reduced screening costs by 85%
• Average candidate experience score of 9.8 out of 10
• Average time-to-first report of under 12 hours
• You can conduct 100+ interviews at the same time, 24/7

Who Is Rebecca AI for?

Rebecca AI is the best option for:

• Recruiting firms that do a lot of first-round candidate interviews
• IT Staffing firms that want to do live assessments/apps
• Companies that need to hire across documentation and multiple departments constantly (e.,g. auto-manufacturing plant, restaurants, etc.)
• Managers who want to reclaim their calendar for higher priority tasks.

If you only hire a couple of times per year, this is likely overkill, but I always recommend the free-level option to test it out anyway.

Does Rebecca AI Replace Recruiters?

No, and the state of the platform is open and clear on this. The structure of Rebecca AI does not change ownership of:

1. The Offeree/Offeree relationship and negotiation.
2. The Hiring Manager relationship.
3. The closing conversation with the candidate.
4. He or she has a contributing relationship with the applicant.

Pros and Cons

Pros of Rebecca AI:

• AI voice has an authentic human sound
• Questions change based on the resume you’re looking at and your previous answers
• Live coding tests with automatic score calculation
• Integrated with many ATS platforms (42+ total)
• The scoring process is clear and audited for bias
• Candidates know they are being interviewed by AI

Cons of Rebecca AI:

• No way to do an interview using only coding (you must always use voice)
• Seasonally based hiring teams may become annoyed due to the cap on how much credit can roll over
• To utilize their enterprise pricing for larger companies, you need to call sales first.

Final Verdict

In my experience, Rebecca AI is probably the best example of artificial intelligence tools offered in the HR Tech space. It does not attempt to provide the full hiring process; it specifically targets the first-round screening holdup, but does so very effectively!

The voice, adaptive questioning, code verification through live coding challenges, and the independent audit of evaluation biases lend themselves to making this a true tool or utility as opposed to just another gimmick. The 4.9 rating given to them on the G2 site, as well as the anecdotal data available with clear metrics stating which companies used Rebecca AI, has led me to believe.

If your recruiting team is inundated with conducting first-round interviews, Robert AIs should be considered. Try using the free level and run a few first-round interviews, and see the metrics provided.