InterWiz

Tech hiring can be a soul-crushing grind. For every rockstar developer you find, you've waded through a hundred resumes that look like they were written by a random word generator. You've sat through awkward first calls, sunk engineering hours into technical screens, and still, still, you sometimes make a bad hire. It's a costly, time-consuming mess.

For years, we've been promised that AI would be the silver bullet. The ultimate solution. And for years, many of us have been, well, a little skeptical. We all remember the stories, like Amazon’s recruiting AI that taught itself to be sexist. Yikes. So when a new platform like InterWiz comes along, touting “High Quality Screening with AI Interviews,” my inner SEO-and-trends-nerd sits up, but my experienced-recruiter-side squints with suspicion.

But hey, I wouldn't be doing my job if I didn't get my hands dirty. So I took a good, long look at InterWiz. Is it just another cog in the machine, or could it actually be the grease that gets the gears turning smoothly? Let's find out.

First Off, What Is InterWiz Supposed to Be?

At its core, InterWiz is a B2B platform designed to automate technical interviews. Think of it as a tireless HR assistant who also happens to be a senior engineer, ready to work 24/7. It’s built to handle the heavy lifting of the hiring process: the initial screening calls, the deep-dive technical interrogations, and even live coding challenges. The whole point is to free up your actual human engineers and recruiters from the repetitive parts of the hiring cycle so they can focus on, you know, building things and making final decisions.

It’s not just about asking canned questions. The platform claims to conduct comprehensive evaluations, from programming assignments and analytical tests to assessing those fuzzy “professional skills.”

The Big Promises: Cutting Time and Boosting Accuracy

The InterWiz homepage hits you with some pretty hefty numbers: a 60% reduction in time to hire and a 43% improvement in hiring accuracy. Those aren't small potatoes. In an industry where a vacant senior dev seat can cost a company thousands per day, these are game-changing figures if they hold water.

Visit InterWiz

How does it supposedly achieve this? The logic is straightforward. The AI acts as a super-efficient filter. Instead of your team spending hours on first-round calls with dozens of candidates, InterWiz does it for them, presenting you with a shortlist of people who have already proven they have the basic technical chops. This immediately slashes the time your most valuable (and expensive) employees spend on screening.

The improved accuracy comes from standardization. A human interviewer might have a bad day, get distracted, or unconsciously favor a candidate who went to the same college. The AI, in theory, asks the same questions in the same way and evaluates the code on pure performance. It's a data-first approach, which I've always felt is a healthier starting point than just gut feel.

The Features That Actually Matter

A feature list is just a list. What I care about is how it works in practice. Here’s what stood out to me.

AI-Powered Screening on Autopilot

This is the first line of defense. You can set up a screening interview with your core, non-negotiable questions. The AI conducts the interview, gets the answers, and you get a report. It’s the ultimate bouncer for your talent pipeline, checking IDs at the door so your team inside can focus on the real conversations. No more wasting 30 minutes on a call only to find out the candidate completely misunderstood the job description.

In-Depth Technical Interviews and Live Coding

This is the make-or-break feature for any tech hiring tool. InterWiz offers both in-depth Q&A and live coding challenges. This is where you separate the people who can talk a good game from those who can actually write clean, functional code. The platform provides an environment for candidates to solve problems in real-time. For a hiring manager, this is gold. You get to see their thought process, not just a polished, pre-submitted assignment they might have gotten a little help with.

The All-Important Evaluation Reports

After the AI does its thing, it’s not just a pass/fail. InterWiz generates these incredibly detailed reports. We’re talking transcripts, code playbacks, and analysis of their performance against key competencies. This data-driven approach is a massive step up from a recruiter’s hurried notes. It allows you to compare candidates on an almost apples-to-apples basis, which is a lot fairer for everyone involved.

The AI in the Room: Bias and The Human Element

Okay, let's talk about the big concern. The website claims “100% unbiased profiles.” I’m going to call that marketing hyperbole. No system created by humans can be 100% free of bias. The goal isn't perfection; it’s improvement.

The real question is: Is an AI less biased than a human? I’d argue yes, in many ways. It won’t be swayed by a candidate's accent, gender, or whether they look tired on the Zoom call. It focuses purely on the skills and answers provided. However, the risk lies in the data it's trained on and the questions it's told to ask. It's crucial for any company using a tool like this to be thoughtful during setup to avoid inadvertently building their own biases into the system.

And what about culture fit? That’s something an AI can’t measure. And it shouldn't. I don't see InterWiz as a replacement for human interaction. I see it as a powerful augmentation tool. It handles the technical vetting, so your final, human-led interviews can be 100% focused on team dynamics, creativity, and whether this person is someone you actually want to work with for 40 hours a week. It’s not about removing humans; it’s about making their time more valuable.

So, What Does InterWiz Cost?

Pricing is always a sticking point. InterWiz seems to have a couple of approaches, which I appreciate. On one of their pages, they have a super simple pay-as-you-go model: $4 per screening interview and $10 per in-depth interview. This is fantastic for startups or companies that hire sporadically. No commitment, no fuss.

For teams with higher volume, they offer monthly and yearly subscription plans that provide a better per-interview rate. Here’s a quick breakdown of their monthly plans:

(Note: Prices are based on information available at the time of writing and may change. They also offer yearly plans for a discount.)

Honestly, the pricing feels competitive. When you calculate the cost of your senior engineers' time spent in interviews, these numbers start to look very reasonable, very quickly.

Final Thoughts: Is InterWiz the Future?

I went into this a hardened skeptic and I'm coming out... cautiously optimistic. AI in recruitment is a tool, not a magic wand. It can’t build your company culture for you, and it can't have a gut feeling about a candidate's potential. But that’s not its job.

Its job is to clear the noise. To handle the repetitive, data-heavy lifting of technical vetting so that your brilliant human team can do what they do best: connect, inspire, and make the final, critical decision. For tech companies drowning in resumes and struggling to scale their teams efficiently, InterWiz looks like a seriously powerful ally. It's a pragmatic solution to a very real, and very expensive, problem.

Frequently Asked Questions

Can I customize the interview questions in InterWiz?

Absolutely. That's a core part of the process. You can use their templates or create your own set of questions, coding challenges, and criteria tailored specifically to the role you're hiring for.

Is InterWiz only for hiring software developers?

While it's clearly optimized for tech roles like developers, data scientists, and engineers, its framework for screening and analytical tests could be adapted for other technical positions like system administrators or technical support specialists.

What is the candidate experience like?

This is a huge factor. The platform seems to provide a clean, straightforward interface for candidates. The ability for them to take the interview on their own time is a big plus. It's less stressful than a live interrogation and respects their schedule, which can lead to a more positive impression of your company.

How does the AI evaluate professional or 'soft' skills?

This is typically done by analyzing the content and structure of a candidate's answers to behavioral questions (e.g., "Tell me about a time you had a conflict with a coworker."). The AI can identify keywords and sentiments, but this should be seen as a data point, not a final judgment. The real soft skill assessment still happens with human interaction.

Does InterWiz integrate with Applicant Tracking Systems (ATS)?

Most modern hiring platforms are built to play nicely with others. While not explicitly stated in the initial materials, integrations with common ATS like Greenhouse or Lever are standard for a tool like this. It's definitely a question worth asking during a demo.

Reference and Sources

• The official InterWiz website (I am not providing the link as it was not in the provided information).
• Reuters: Amazon scraps secret AI recruiting tool that showed bias against women.