Hirevoice
Hirevoice is a voice AI recruiter that interviews every candidate by phone or WhatsApp, scores their answers against your own rubric, verifies their documents and returns a report citing the exact transcript passage behind each score.
What is Hirevoice?
Hirevoice is a voice AI recruiter built by HIREVOICE, S.L., a Barcelona company incorporated in October 2025 and founded by Nacho Gonzalez-Barros, the creator of InfoJobs, alongside Alvaro Monterrubio, Leo Ruffini and Juan Di Toro. Its premise is blunt: the CV can no longer be trusted, so listening to the candidate is the only honest signal left. The homepage backs it with three numbers - recruiters spend more than 23 hours screening per hire, seven candidates in ten admit to stretching the truth on a resume, and six in ten strong profiles never reach an interview because of an early CV rejection.
The product runs a four-step loop. The candidate receives a WhatsApp invitation and books a slot. An AI agent then holds a real spoken conversation that adapts to each answer, chases the vague ones and goes into the uncomfortable questions. Claims are fact-checked and uploaded documents - identity papers, work permits, certificates - are verified. Finally a ranked report lands in the recruiter's tools: scores against the rubric the hiring team defined, the exact transcript passages behind each one, highlights, raw notes and severity-graded warnings such as a salary expectation above the published band.
It is deliberately built as an API-first engine rather than a closed dashboard. A public integration API authenticated with an API key exposes positions, candidates and interviews, with named webhooks for every lifecycle event, and a remote MCP server lets an administrator connect Claude or ChatGPT to the workspace through OAuth without issuing a credential by hand. Twelve applicant tracking, CRM and HRIS products are shown as integrations, among them Workday, Greenhouse, Lever, Personio, BambooHR and Salesforce.
The positioning is explicitly European and Spanish-speaking: native Spanish rather than a translation layer, WhatsApp rather than email, and compliance with the GDPR and the EU AI Act treated as a design constraint. A WhatsApp-plus-phone flow for frontline roles is documented but still labelled a preview. The company reports running thousands of interviews a month for teams in Spain.
What it does
- Runs an adaptive spoken interview with every candidate, over the phone or a video call
- Pushes back on vague or rehearsed answers and follows up in real time, as a recruiter would
- Scores each competency against the rubric you defined and cites the transcript moment behind every number
- Flags fraud signals live: timelines that do not add up, contradictions with the CV, read-aloud or AI-assisted answers
- Checks the identity documents, work permits and certificates the candidate uploads after the call
- Invites, schedules, reminds and chases candidates over WhatsApp without a recruiter touching it
- Delivers a ranked report into your ATS through the public API, the webhooks or an MCP connector
When to use Hirevoice / When not to
A quick filter to help you decide if Hirevoice is the right fit.
When to use Hirevoice
- Talent acquisition teams facing hundreds of applications per opening and unable to interview them all
- Retail, hospitality and logistics employers running high-volume frontline hiring campaigns on short deadlines
- Companies hiring in Spanish-speaking markets, where WhatsApp is the channel candidates actually answer on
- European employers who need a hiring process that stands up to the GDPR and the EU AI Act
- HR operations teams that already run an ATS, CRM or HRIS and want screening wired into it
When not to use Hirevoice
- Buyers who need a published price before talking to anyone: Hirevoice lists no rates at all
- Individual job seekers and freelancers: the platform is sold to companies for their own selection processes
- Teams looking for a self-service sign-up or a free tier: the only route in is a booked demo
- Organisations needing a documented hosting jurisdiction or a published subprocessor list today
- Hiring in a language other than English, Spanish or Catalan, which is all the published API contract accepts
How to use Hirevoice
A typical end-to-end flow, from setup to results.
- Request a demo through the form on the site, giving your name, company, work email and company size
- Expect a reply within one business day to schedule the session
- Start on a single role: the Hirevoice team helps you set the evaluation rubric and runs the first batch of interviews with you
- Define the must-ask questions and the competencies the agent will score against
- Sign in to the recruiter dashboard to create positions and add candidates by hand, or go through the API
- For the API route, generate a key in the dashboard's Integrations section and send it in the X-API-Key header
- Create the position first, then the candidates: interviews stay queued until the position finishes preparing
- Subscribe your endpoint to the webhooks to follow each position, candidate and interview through its lifecycle
- To drive the workspace from an AI assistant, have an administrator add the MCP endpoint - written with no trailing slash - and approve the OAuth request
- Review the delivered reports, compare candidates side by side, and keep the final hiring decision under human validation
Pros & Cons
Pros
- Every score is anchored to the exact transcript passage behind it, so a hiring decision can be defended
- The same rubric and the same depth apply to every candidate, with no fatigue and no drift across a long shortlist
- WhatsApp as the candidate channel removes the email chase that kills response rates in high-volume hiring
- Fraud detection and document verification happen before the file reaches a human reviewer
- GDPR and EU AI Act obligations, human oversight and explainability are treated as design constraints rather than afterthoughts
- A genuine public API with webhooks and an MCP connector, not just a dashboard with an export button
- Legal documents are unusually specific: dated, with named supervisory authorities and an explicit no-training commitment
Cons
- No public pricing whatsoever: there is no pricing page at all, and the only route in is a sales demo
- Nothing is published about where data is hosted, and no subprocessor list is available
- SOC 2 Type II and ISO 27001 are advertised as in progress, so no security certification has actually been obtained
- The product page promises interviews in any of 58 languages while the published API contract accepts only English, Spanish and Catalan
- The WhatsApp flow for frontline roles is explicitly a preview and its schemas may still change
- No mobile app on either store, and the site's own llms.txt still lists blog pages that no longer exist
- A very young company with a small team, incorporated in October 2025
Pricing & Plans
Hirevoice publishes no prices. There is no pricing page on the site, none is listed in the sitemap or in the site's own llms.txt, and a request for one returns the same error page as an invented address. No permanent free plan and no free trial are announced, and none is ruled out either. The commercial path runs entirely through Book a demo and Talk to sales, and the demo form asks for company size on a scale running from one to more than a hundred thousand employees, which points to a negotiated contract rather than a published rate card. The terms refer to contracted service levels without ever attaching a figure to them.
Data, GDPR & hosting
A consolidated view of how Hirevoice handles your data.
GDPR overview
The GDPR is addressed in detail rather than in passing. The privacy policy and terms, both last updated in April 2026, name HIREVOICE, S.L. in Barcelona with its tax ID and a dedicated address, gdpr@hirevoice.com. They set out the controller and processor split under Article 28, the full list of data subject rights, Article 32 security measures with logical segregation between customers, and the processor's duties down to impact assessments and deletion at the end of service. Two supervisory authorities are named for complaints: the Spanish AEPD and the AI supervision agency AESIA. On the AI side, transparency notices are given before each interview, in automated call announcements and in messaging, which the company ties to Article 50 of the EU AI Act. The homepage marks GDPR and the EU AI Act as compliant; SOC 2 and ISO 27001 are shown as still in progress.
Who owns the data?
Hirevoice wears two hats. It is the controller for its business customers' own data - contacts, account credentials, billing - and only a processor for candidate data, which belongs to the hiring company under Article 28 of the GDPR and Spanish Organic Law 3/2018. That company decides why the data is collected and how long it is kept; Hirevoice acts on documented instructions, keeps each customer's data logically segregated, and undertakes to delete or return it when the service ends. The software, algorithms and machine-learning models themselves stay the property of Hirevoice or its licensors, and customers receive only a revocable licence to use them for recruitment.
Reuse rights
Customers may use the interview outputs - transcripts, scores, highlights, verified documents - inside their own recruitment process without asking Hirevoice for permission, since they are the controller of that data. The licence granted over the platform itself is narrower: personal, non-exclusive, non-transferable and revocable, limited to authorised recruitment use. Reverse engineering, redistribution and building a competing product are all prohibited. On its own side, Hirevoice states that it does not sell personal data, that it does not use candidate data to train, tune or improve AI models, and that only aggregated and anonymised usage data feeds product analytics. Disclosure is limited to public authorities, courts, AI model providers covered by standard contractual clauses and Article 28 contracts, and approved subprocessors.
Data retention & training
Hosting summary
Hirevoice publishes no hosting information. No country, region, cloud provider or data centre is named anywhere on the site, and a targeted search of every collected page found nothing beyond a single transfer clause: the privacy policy states that transfers outside the European Economic Area carry appropriate safeguards under GDPR standards. That is a lawful-transfer statement, not a declaration of where the data actually sits. What is documented instead is the contractual and technical framing around it: AI model providers are covered by standard contractual clauses and Article 28 contracts, subprocessors require prior written approval, and each customer's data is logically segregated from every other customer's. The trust centre that would normally carry hosting details is a Vanta page rendered entirely in the browser and could not be read. Anyone with a data residency requirement should treat this as an open question and ask for the hosting jurisdiction in writing before signing.
Things to keep in mind
Risks and trade-offs to weigh before adopting Hirevoice.
- An interview scored by a machine invites the team to stop listening: the vendor is explicit that scores are decision support and that human validation is the employer's legal duty, not the tool's
- Automated screening at scale can encode bias at scale, and the terms place responsibility for non-discriminatory outcomes squarely on the hiring company, not on Hirevoice
- Voice recordings and transcripts are among the most sensitive candidate data there is, and the site publishes no hosting country, no region and no subprocessor list to weigh that against
- The security posture on display is aspirational: SOC 2 Type II and ISO 27001 are marked in progress, with no certificate number or auditor named, and the trust centre is unreadable outside a browser
- Screenshots of reports, candidates and WhatsApp exchanges on the site are demonstration mock-ups with invented names and example addresses; no figure or client should be inferred from them
- The interview language claim is contradicted by the vendor's own published API contract, so a team hiring outside English, Spanish or Catalan should get the coverage confirmed in writing
- Candidates on the receiving end may not realise how much is being verified after the call, from identity papers to reference checks, which puts a real duty of transparency on the employer
Setup & Integrations
Technical difficulty
Low for a recruiter, moderate for a developer. The no-code route needs no technical skill: the vendor sets up the first role with you, and one customer calls it easy enough for anyone on the team. The API route asks for a key generated in the dashboard, an X-API-Key header, two POST calls and a webhook endpoint you host, with one sequencing rule - interviews stay queued until the position finishes preparing. The MCP connector takes about a minute and needs an administrator, with one documented trap: the endpoint URL must carry no trailing slash. Candidates install nothing.
Deployment
Integrations
Supported languages
Behind Hirevoice
Fundraising
Social
Resources
All the official URLs gathered for verification and reference.
Alternatives
Tools that compete with or complement Hirevoice.
Frequently asked questions
What exactly does Hirevoice do?
How much does Hirevoice cost?
Which languages can the interview be held in?
Is candidate data used to train AI models?
Does the AI decide who gets hired?
Does it connect to our applicant tracking system?
Is there a mobile app for candidates?
Is Hirevoice certified against SOC 2 or ISO 27001?
Where is the data hosted?
What is the minimum age to use the platform?
Should you pick Hirevoice?
Hirevoice is one of the more coherent attempts at automating the screening interview, and its coherence comes from a small number of decisions taken early and held. Voice rather than forms, WhatsApp rather than email, a rubric the hiring team writes rather than a black box, and every score anchored to the transcript passage that produced it. For a retail, logistics or hospitality employer drowning in applications for a campaign that closes in days, that combination addresses the real bottleneck rather than a symptom of it.
The engineering underneath is more serious than the marketing suggests. A documented public API with named webhooks, an MCP connector that lets an assistant query the workspace, and a dozen ATS integrations put it beyond the dashboard-only stage that most tools in this category stop at.
The reservations are commercial and evidential rather than technical. Nothing about pricing is public, so no budget can be sized without a sales call. Nothing about hosting is published, which is an odd gap for a product whose whole argument is European compliance. The two security certifications on display are marked as still in progress, and the trust centre that would document them cannot be read. The claim of 58 interview languages sits awkwardly against a published API contract that accepts three. And the company is barely a year old, with a handful of employees behind an ambitious roadmap.
None of that disqualifies it. It does mean the diligence has to happen in the demo: ask for the hosting jurisdiction, the subprocessor list, the certification timeline and the real language coverage in writing. The legal framing is unusually careful, and the responsibility for the hiring decision remains, correctly, with the employer.
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