aperture

What is aperture?

Aperture is an AI recruiting platform that runs behavioral interviews and turns candidate responses into structured scoring and a ranked shortlist. Its purpose is to help hiring teams screen candidates with a consistent, interview-based evaluation rather than relying only on resumes or keyword filtering.

The platform ingests job applications from multiple sources, conducts an adaptive 15-minute behavioral interview per candidate, and delivers interview transcripts and scored results across several behavioral dimensions to support faster review.

Key Features

• AI-conducted adaptive behavioral interviews (15 minutes avg.): Candidates complete a structured behavioral interview on their schedule, with the interview adapting based on what the candidate says.
• Ranked shortlists with scores: Aperture outputs an ordered shortlist based on scoring, so teams can focus on the top candidates.
• Structured evaluation across behavioral dimensions: Candidate responses are analyzed and summarized into an overall score (out of 100) and dimension-level breakdowns.
• Transcripts and review-ready “hire signals”: Teams receive transcripts plus structured decision signals intended to support review and selection.
• Centralized application intake from common hiring sources: The platform connects to sources such as LinkedIn, Greenhouse, Ashby, Lever, Indeed, Wellfound, and Gmail to pull applications into a single pipeline.
• Scoring engine (Λ-core) for real-time signal extraction: Λ-core processes interview responses and extracts cognitive/behavioral indicators from the full text of what candidates say.

How to Use aperture

1. Create a job and start accepting applicants via the platform (the site describes posting a first job and launching quickly).
2. Connect applicant sources (e.g., job boards and ATS-related tools) so applications flow into Aperture.
3. Invite candidates to the AI interview: Applicants receive and complete a 15-minute adaptive behavioral interview.
4. Review outputs: After interviews complete, hiring teams check transcripts, dimension scores, and a ranked shortlist to decide next steps.

Use Cases

• Shortlisting for technical roles: Use the behavioral interview results and dimension scoring to surface candidates for review without manually comparing every resume.
• Volume screening when applications arrive from multiple places: Centralize intake from LinkedIn, Greenhouse, Ashby, Lever, Indeed, Wellfound, and Gmail, then screen candidates through the same interview format.
• Consistent interviews across interviewers/time zones: Run the same AI behavioral interview structure for every candidate to reduce variability that can come from different human interview styles.
• Team review focused on top candidates: Have the team review transcripts and scores for the top portion of applicants (the site highlights teams reviewing top candidates rather than everyone).
• Hiring decisions supported by structured summaries: Use overall scores and dimension-level breakdowns (e.g., problem solving, communication, adaptability, technical depth) to inform next-stage decisions.

FAQ

• What kind of interviews does aperture conduct? Aperture runs a behavioral interview that is described as adaptive and is intended to probe candidates based on their responses.

• How long is the interview? The site states an average interview duration of about 15 minutes.

• What outputs does the platform provide to recruiters/hiring teams? Outputs described include ranked shortlists, overall scores (out of 100), transcripts, and structured breakdowns across behavioral dimensions, along with “hire signals.”

• Does aperture centralize applications from existing tools? Yes. The site lists connections including LinkedIn, Greenhouse, Ashby, Lever, Indeed, Wellfound, and Gmail.

• Can aperture screen candidates without scheduling by a recruiter? The site describes “zero scheduling” in which candidates complete the interview on their schedule.

Alternatives

• Traditional ATS + recruiter-managed phone screens: Teams can route applicants through recruiter or hiring-manager interviews, but the workflow is typically more manual and scheduling-heavy than an automated AI interview.
• Standalone video interview platforms: These can collect candidate recordings and transcripts for human review, but they may not automatically generate structured behavioral scoring and ranked shortlists.
• Resume/keyword-based screening tools: These focus on matching applications by keywords or criteria, but they generally don’t replace interview-based evaluation or provide the same structured, response-based scoring.
• General AI HR assistants: Some tools focus on drafting job descriptions or summarizing candidate materials; they may not run adaptive interview sessions and score responses across behavioral dimensions in the same way.