In Outlook
Start where recruiters already work
Prepare the interview from the Outlook appointment recruiters already use.
No separate scheduling workflow
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Outcome 1 of 3
Know exactly where review is neededSee risk flags, missing scorecards, overdue follow-up, and unassigned client work together so the team knows where to start.
Outcome 1 of 3: Know exactly where review is needed. See risk flags, missing scorecards, overdue follow-up, and unassigned client work together so the team knows where to start.
- When
- Before, during, and after the call
- Workflow
- Candidate check to team review
- Candidate privacy
- No screen recording
- Decision owner
- Your hiring team
A clearer way to protect interviews
Add protection without rebuilding your hiring process.
Evidize adds a disclosed candidate check, protects meeting access, and flags signs of disallowed AI use while the interview is active.
After the call, reviewers see what happened, record any follow-up, and decide the next step.
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Reduce integrity risk
Set expectations before the call
Set expectations before the interview so candidates know what to expect. -
Protect the interview
Protect the live interview
Surface concerns while there is still time to clarify the situation. -
Keep decisions human-led
Review with context
Keep the finding and follow-up together for a considered team decision.
See the product in action
Give reviewers a clear next step—not just an alert.
Open the interview record to see what needs attention, why it matters, and what your team may want to confirm next.
Product view unavailable Choose the outcome again to retry.
Outcome 1 of 3
Know exactly where review is neededSee risk flags, missing scorecards, overdue follow-up, and unassigned client work together so the team knows where to start.
Outcome 1 of 3: Know exactly where review is needed. See risk flags, missing scorecards, overdue follow-up, and unassigned client work together so the team knows where to start.
One clear interview journey
Protect the call before, during, and after.
Add protection around the remote interview your team already runs.
- 01 Clear expectations
Before the interview
Set expectations and protect access.
Candidates complete the disclosed interview check before the meeting link becomes available. - 02 Concerns in context
During the interview
Bring concerns to the right people.
Your team can review signs that may need attention while the context is still fresh. - 03 People decide
After the interview
Review and choose the next step.
Your team reviews the context, records follow-up, and decides whether the candidate advances.
Important boundary
A finding is a reason to review—not proof of intent.
Evidize highlights signs that may need follow-up. No system detects every tool, and your team makes every employment decision. Review the human-decision boundary-
The product does not record or stream the candidate’s screen.
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Reviewers see the available context and its limits before deciding what happens next.
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The hiring organization owns candidate communication, accommodations, and employment decisions.
Buyer and candidate questions
Answers for a confident rollout.
The essentials for recruiting, compliance, IT, and candidates.What happens before the candidate joins the interview?
The candidate receives clear instructions and completes the disclosed check. The meeting link becomes available when the required steps are complete.
What can Evidize flag?
Evidize can flag signs that an AI assistant may be active, unusual interaction patterns, and checks with limited visibility. Reviewers see the available context; the product does not make an automatic employment decision.
Does a finding automatically reject a candidate?
No. A finding prompts review. Your team considers the context, records follow-up, and decides whether the candidate advances.
Can Evidize work with an existing interview process?
Yes. Recruiters can start from an Outlook appointment, employees can use their Microsoft work accounts, and Evidize adds protection around the existing remote interview process.
Designed for adoption
Fits the Microsoft 365 workflow your team already uses.
Recruiters start in Outlook, employees use their Microsoft work accounts, and your organization stays in control of access.
Microsoft sign-in
Use existing work accounts
Let employees use the Microsoft work accounts your organization already manages.
Access stays with your Microsoft 365 setup
Practical rollout
Keep your current hiring process
Add protection around your current remote-interview process instead of replacing it.
Rollout follows your interview policy
Protect your next interview
See how interview protection fits your hiring process.
Bring one remote-interview workflow and see how protection fits from candidate check to reviewer follow-up.