Campus hiring software for teams without a campus recruiting department
Campus hiring software handles an applicant pool where everyone has the same degree and almost no work history, so the résumé separates no one. VoxScreen gives every applicant the same short recorded interview instead. Students and graduates answer on their own schedule, around lectures and exams, and each answer comes back transcribed, scored against a rubric and ranked, with no applicant rejected automatically. Plans are sized by new candidates a month, from a permanent free plan to 2,000 candidates a month. It has no psychometric tests, coding assessments or game-based tasks, which is what the larger early-careers platforms are built around.
Where screening breaks down
Early-careers applications arrive all at once and look alike. Two hundred students apply for six places in the week before a deadline, with the same degree, similar grades and a part-time job each. A résumé screen at that point is a decision made on university name and formatting.
The teams doing it are usually not campus recruiters. A hiring manager and one HR generalist run an intern programme alongside their real work, and the first round becomes thirty phone calls squeezed into the fortnight they have, with the other hundred and seventy applicants never heard.
Students are also hard to schedule. They have lectures, exams and jobs, and they are applying to twenty employers. The companies with scheduling teams reach them first. A small employer that needs three weeks to arrange first-round calls gets whoever is left.
How a round runs
- Write the rubric around potential, since there is little experience to assess: how someone explains a project, what they did when a group task went wrong, why this role. VoxScreen drafts questions and criteria for you to edit.
- Publish the link with the posting, on the careers page and in anything sent to university careers services. Applicants need no account.
- Give a clear deadline and a time limit per answer. Students record at midnight after an exam, and that is fine.
- Review the ranked list as a panel. Every reviewer sees the same transcripts and per-criterion scores, and reviewers are free, so the future manager and a recent graduate hire can both take part.
- Invite the top group to the live stage, whether that is an assessment day, a case exercise or a technical interview. The recorded round only chooses who gets there.
What it replaces
The résumé screen
For applicants with no track record, the résumé mostly measures where they studied. A two-minute answer from each of them measures how they think and speak.
Thirty first-round calls in a fortnight
Recorded answers reach all two hundred applicants in the time the calls reached thirty, and a panel can review them in parallel.
Scheduling around lecture timetables
With nothing to book, a small employer can respond as fast as a large one.
What it costs at your volume
Plans differ in one thing: how many new candidates you add in a month. A candidate counts once, the first time their email address is added, and never again. Everything else is the same on every plan.
| Situation | New candidates a month | Plan | Price |
|---|---|---|---|
| Two summer interns, 45 applicants | 45 | Free | $0/mo |
| A graduate intake of ten, 40 applicants a place | 400 | Starter | $39/mo |
| A programme across three functions | 1,800 | Premium | $149/mo |
The tools you're probably comparing
Early-careers tooling is dominated by platforms that bundle interviews with assessments, and none of the four below publishes a price. The table shows what each says about scoring, which is where they differ most from a plain recorded interview.
| Tool | Free plan, not a trial | Entry price | Pricing published on their site | AI scoring against a rubric you write |
|---|---|---|---|---|
| VoxScreen Our product | Yes, 50 candidates a month | $39/mo | Yes | Yes |
| HireVue | Not stated on their site | Not stated on their site | No | Assessments and interview insights |
| Shortlister | Not stated on their site | Not stated on their site | No | Recommended scoring and AI summaries |
| Kira Talent | Not stated on their site | Not stated on their site | No | Rubrics and trained human raters |
| Vervoe | Not stated on their site | Not stated on their site | No | Auto-graded skills assessments |
- HireVue. Sources: hirevue.com/pricing , hirevue.com/platform · VoxScreen vs HireVue
- Shortlister. Sources: shortlister.com , shortlister.com/talent-screening , shortlister.com/employers-recruiters · VoxScreen vs Shortlister
- Kira Talent. Sources: kiratalent.com , kiratalent.com/product/asynchronous-assessment , kiratalent.com/request-pricing · VoxScreen vs Kira Talent
- Vervoe. Sources: vervoe.com , vervoe.com/pricing · VoxScreen vs Vervoe
When this is the wrong tool
- You want aptitude, personality or situational judgement tests in the same flow as the interview. Shortlister has all three and is used by university careers services. VoxScreen has no tests. VoxScreen vs Shortlister
- You run admissions, not hiring. Kira Talent is built around application cycles, program fit and holistic review. VoxScreen vs Kira Talent
- You're filling technical graduate roles and need to see work. A graded coding or analysis task predicts more than an interview answer, and Vervoe is built around those. VoxScreen vs Vervoe
- You run a national programme with thousands of applicants a month and a campus team. That is what HireVue is designed for. VoxScreen vs HireVue
Interview questions for these roles
Each guide gives the questions in full, with what a strong answer sounds like and a scorecard to rate against. No sign-up.
Common graduate and intern roles
Common questions
How do you screen graduates who have no experience?
By asking about what they have done, at whatever scale: a project, a part-time job, a team that didn't work. Good criteria look for clear explanation, ownership of a result and evidence of learning something. The same questions go to everyone, so answers can be compared.
Will students complete a recorded interview?
Generally yes. Many have met the format before, and it suits a timetable full of lectures. Completion drops when the interview is long or the deadline is unclear, so keep it to four or five questions and state both.
Does the AI rank candidates by university?
No. It scores the transcript of each answer against the rubric you wrote. It doesn't see a résumé and takes no account of institution, grades, faces or appearance. Every score sits next to the text it came from.
Can several people review the same applicants?
Yes. Team members are unlimited on every plan at no extra cost, which suits a panel. Each reviewer sees the same answers and scores.
Does it include coding tests or psychometric assessments?
No. VoxScreen is a recorded interview with scoring and a spoken-language level. If tests are central to your process, use a platform that has them, or add a separate assessment for the shortlist.
We only hire interns once a year. Is it worth it?
If the intake draws more applicants than you can call, yes, and it costs nothing to keep in between: the free plan has no end date. For three interns from fifteen applicants, phone them.
Try it on a real role
Set up an interview in five minutes, send one link, and read the ranked results. The free plan takes 50 candidates a month and needs no card.
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