Rank thousands of campus applicants in days, fairly, on one bar
Campus drives compress a year of hiring into a week: thousands of applicants, a tight window, and pressure to be fair to every candidate. InterviewGod automates screening and assessment so you rank a huge cohort quickly without a small team drowning or quietly cutting corners.
Consistent assessment for every student, fast ranking against one bar, and records that stand up if a result is questioned — built for the volume and the scrutiny campus hiring brings.
InterviewGod — built to screen and assess large cohorts on a consistent bar at speed.
Campus hiring is a volume-and-fairness problem on a deadline. We automate the screen so a small team can run a large, fair drive.
Bulk screening on a deadline
Thousands of student applicants screened and assessed in the tight window a campus drive allows, without extra headcount.
One consistent bar
Every candidate assessed the same way, so ranking is fair across colleges and cohorts rather than reviewer-dependent.
Fast, defensible ranking
A ranked shortlist produced quickly, with evidence behind each score that holds up if a result is challenged.
Proctoring for fairness
Integrity checks on remote assessments so a high score reflects the candidate, keeping a high-volume drive credible.
A year's applicant volume, screened in a week
For campus drives, InterviewGod screens and assesses thousands of students on one bar inside the hiring window, so a small team produces a fair, ranked shortlist without cutting corners.
The same engine that screens our own hiring
Campus hiring runs on the same InterviewGod engine Banao screens its own ~300-person hiring on — the same consistency and volume handling, applied to large student cohorts.
Metrics shown dotted (··) are being finalised in our case-study metrics pack. The use cases are real; we will not publish a number before it is verified.
Built on the engine we hire ourselves with
Campus hiring uses the same InterviewGod engine Banao screens its own ~300-person hiring on. The consistency and volume handling that keep our own funnel honest are what make a large, fair campus drive possible for a small team.
We do not sell screening we have not had to depend on. Ours runs our own hiring, which is why it holds up under the volume and scrutiny a campus drive brings.
InterviewGod
Screens Banao's own hiring; the same engine ranks campus cohorts.
Vikaas
Carries strong campus candidates into a longer hiring relationship.
When campus automation isn't enough
Automation handles volume and consistency, not everything a campus drive needs. We will be clear:
Employer brand on campus
automation ranks candidates; it does not make students want to join you. That is still your work.
Final selection
the screen produces a fair shortlist; the offer decisions should stay human.
Very small intakes
if you hire a handful of graduates, a manual process may be simpler than configuring a drive.
We set up and prove the drive before the season hits.
Screening Pilot Sprint
We configure screening and assessment for your campus roles and run a sample cohort, so the drive is proven before the real volume arrives. Yours to judge.
Configure & integrate
We set assessments, proctoring, and ranking to your criteria and wire results into your ATS for the drive.
Run the drive
Screen and rank the full cohort in the window, handing your team a fair, evidenced shortlist to make offers from.
The questions buyers ask first.
Can it handle thousands of applicants in a short window?
How does it keep campus hiring fair?
How is this different from high-volume hiring automation?
Does it integrate with our campus hiring process?
Tell us your campus drive volume
Bring the season that overwhelms your team every year. In 30 minutes we'll scope automating the screen and the ranking.
Book a demo →