> This is the markdown version of https://www.classet.ai/candidate-insights > Learn more at https://www.classet.ai # Candidate insights: learn from your entire applicant pool Candidate insights is the part of Classet, the AI recruiting platform for high-volume hiring, that turns every AI phone interview into structured answers your team can learn from. After Joy, Classet's AI recruiter, interviews a candidate, the must-haves come back met or not met with the candidate's own words, custom fields in the call summary capture details like certifications, shift availability, and pay expectations, and an AI Insights view shows which requirements candidates miss most for each interview. Fast-track, a feature inside Candidate insights, checks each screened candidate against the criteria you set and flags strong fits as Fast-tracked so your recruiters know who to call back first. Nobody is rejected or moved by software; a person makes every decision. - See it on your own roles: [Book a demo](https://www.classet.ai/demo) - Already using Classet? [Ask us about activation](https://www.classet.ai/contact) Used by 500+ hiring teams, from two-truck shops to national brands, including MAU, Paladin, Ewing Outdoor Supply, Ace Handyman Services, Tailored Management, Envocore, and Dealer Flex. Rated 4.7/5 on G2. ## Every interview becomes data you can learn from - **Must-haves, met or not met.** Each criterion you set for the role comes back met or not met, with the candidate's own words beside it. - **The details that decide the hire.** Custom fields in the call summary capture certifications, licenses, shift availability, pay expectations, and start date. They appear on the profile and in exports. - **Which requirements candidates miss most.** For each interview, the criteria applicants fail most often over the last 30 days. - **Across the whole pool.** Filter and export the candidate list by fit and by criterion. You hire on what applicants told Joy, with the quotes to back it up. ## Fast-track: know who to call back first 1. **Set the criteria for the role.** Joy suggests up to six criteria per interview from the script. You keep them, remove some, or add your own in plain language. Criteria are about the work; custom criteria are checked for protected characteristics at setup. If the script never asks about a criterion, setup warns you so you can add the question. 2. **Joy checks every call.** After each completed screening call, Joy marks every criterion met or not met, quoting what the candidate said, and gives a fit of Strong, Good, Borderline, or Weak. A failed knockout question always means Weak. Joy reads only the call transcript, with names, emails, and phone numbers removed first; never a résumé, never the sound of a voice. 3. **Your team calls Strong fits first.** Strong fits get a Fast-tracked badge on the candidate list and board, with filters for fit and Fast-tracked. On any profile, the criteria not met are listed first, each with the candidate's words. A recruiter can disagree with any result. Weak and Borderline candidates stay in the list, marked Needs review. ## "Do you score candidates?" Yes, and you decide how deep it goes | | Knockout questions | Fast-track | |---|---|---| | What it checks | One must-have per question (a license, a certification, legal to work) | Every criterion you set for the role, from the whole call | | The result | Pass or fail | Met or not met per criterion, with the candidate's words, and a fit from Strong to Weak | | What happens next | Routes the candidate the way you configured | Strong fits are flagged Fast-tracked. Nothing is rejected or moved. | | Who decides | You, when you wrote the question | A recruiter, every time. Any result can be overridden. | A failed knockout question always means a Weak fit, whatever else the candidate said. ## Safeguards - Joy reads only what the candidate said on the call. The résumé and the job description stay out of it, and so does the sound of the candidate's voice. - Names, emails, and phone numbers are removed before Joy reads the transcript. - Every candidate for a job is checked against the same criteria with the same thresholds. Custom criteria are checked for protected characteristics at setup. - Every met or not met shows the candidate's own words, so a recruiter can trust it or override it. - Fast-track never rejects a candidate and never moves anyone between pipeline stages. - A third party (Warden AI) audits the system for bias every month. ## Availability The Classet team turns Candidate insights on per account. It works on jobs with a custom interview script. Results live in Classet; Dayforce customers see Fast-tracked candidates sent to Dayforce as recommended, and other ATSs receive the interview summary, transcript, and recording as usual. Fit thresholds and criterion weights are fixed. ## Frequently asked questions **Does Classet score or rank candidates?** Yes, and you decide how deep it goes. Knockout questions check your must-haves, pass or fail. Fast-track checks each criterion you set against the whole call, met or not met, with the candidate's own words, and gives a fit of Strong, Good, Borderline, or Weak. Candidates are never compared against each other, and nothing is rejected by software. **What does "Fast-tracked" mean, and what happens to everyone else?** Fast-tracked is a flag that says call this one first. Strong fits get it. Everyone else stays in your list, marked Needs review, for a recruiter to look at. Nobody is rejected or moved to another stage. **Why is this candidate Borderline?** Open their profile. The criteria they did not meet are listed first, each with the candidate's own words from the call. **What can criteria include?** Anything about the work that your interview script asks about, in plain language: certifications, experience with specific equipment, shift availability, travel, a start date. Joy suggests up to six per interview; you keep, remove, or add your own. Custom criteria are checked for protected characteristics at setup. **Can a recruiter disagree with a result?** Yes. Every result shows the evidence, and a recruiter can override any of them. The final decision is always a person's. **Does Fast-track judge how someone talks?** No. Joy reads only the transcript of what the candidate said, with names and contact details removed first. It never reads a résumé and never evaluates the sound of someone's voice. **Does a rude candidate fail automatically?** No. Only a failed knockout question means an automatic Weak fit. **Does it work with my ATS?** Results live in Classet. Dayforce customers see Fast-tracked candidates sent to Dayforce as recommended. For every other ATS, the interview summary, transcript, and recording sync as usual and the fit stays in Classet. **Does it work on every job?** It works on jobs with a custom interview script. Jobs on a standard template interview are not checked. **How does this relate to AI hiring laws like NYC Local Law 144?** Fast-track flags candidates to call first; it does not screen anyone out. Requirements depend on how the tool is used and where you hire. The safeguards are the same either way: work-related criteria, the candidate's own words behind every result, nothing rejected by software, and a monthly third-party bias audit by Warden AI. Talk to your counsel about your jurisdiction. **How do I get hiring managers to trust it?** Show them the quote. Every met or not met carries the candidate's own words, so a hiring manager sees the reason a candidate was flagged. ## Related - [How Classet's AI phone interviews work](https://www.classet.ai/product) - [Scheduling](https://www.classet.ai/scheduling) - [Call to Apply](https://www.classet.ai/call-to-apply) - [Classet Hiring Hub](https://www.classet.ai/hiring-hub) - [Classet ATS Sync](https://www.classet.ai/product/joy-sync-ats-plugin) - [Trust center](https://trust.classet.org/)