A first round that can be read, checked and explained.
RoundWise runs the first interview for candidates a recruiter has already qualified, then writes up what was said — with the transcript quote behind every score. It is built for the moment afterwards: a person reading the evidence and deciding.
Why it exists
First rounds are where hiring gets least consistent. The same role gets asked different questions by different people on different days, notes are thin or missing, and by the time a shortlist is drawn up the reasoning behind it has largely evaporated.
RoundWise makes that round structured and documented. Every candidate for a role is asked the same core questions; the only questions that differ are probes grounded in that candidate’s own resume, the job description, or something they said earlier in the conversation. The report keeps those two sets apart and tags each probe with what grounded it, so a difference between two interviews can be explained rather than assumed.
What it does not do is decide. The recommendation is advisory and is shown as less prominent than the evidence beneath it, because the evidence is the part a recruiter should be weighing. The decision, and the accountability for it, stay with a person.
What we hold to
Four rules that are enforced in the code, not stated as intentions. Two of them are things the product refuses to do.
Evidence, not impressions
Every score in a report quotes the line of transcript it rests on. A score submitted without evidence fails validation rather than being published, so there is no path by which a number reaches a recruiter with nothing behind it.
Not assessed beats a guess
When an interview never reaches a competency, the report says so and flags it. Filling that gap with an estimate would produce a tidier document and a worse decision. A missing score is information; an invented one is noise dressed as signal.
Advisory, never autonomous
The AI produces a recommendation and labels it advisory. A named person chooses advance, hold or do not advance, and that choice is recorded against their identity with a timestamp. No code path sends a hiring outcome to a candidate without a human, and we will not add one.
Voice and text only
There is no camera at any point, and no facial or emotion analysis anywhere in the product. How someone looks and how they sound are not evidence about whether they can do a job, so the system never collects them as such. We also do not store personal details the product has no use for.
AI handles the interview. A person makes the hiring decision.
RoundWise is an HMC Tech product. If you want to see how a round runs before talking to anyone, the full walkthrough is nine steps.