The Objection
Won't video scare good candidates away?
That's a fair worry — until you look at what candidates actually face today.
Right now, a job application is more like a lottery ticket than a professional process.
When there are 500+ submissions per role, most applicants throw their resume into a void: an autoresponder, no timeline, and — for most — no decision ever. The few who do advance get there off a six-second resume skim, then get asked to block out 30 to 60 minutes during their workday for a phone screen. The whole system is built around employer convenience, not theirs.
Async video changes that trade.
Candidates respond on their own time, with zero scheduling back-and-forth — and because recruiters can review submissions in five minutes instead of sixty, every candidate gets an actual human evaluation and a real decision instead of silence.
The Steps
What a candidate actually does
Five steps, and each one is quicker than it sounds — here's exactly what a candidate sees, screen by screen. TODO: confirm typical end-to-end completion time.
Step 1
Welcome & Video Intro
Know what to expect before you start. Candidates open the link and watch a short video from your hiring team explaining the role, culture, and what the assessment covers.
Step 2
Instant Resume Upload
Zero login required. Candidates drag and drop their resume in seconds — no creating accounts, setting passwords, or filling out endless 10-page forms.
Step 3
Quick Equipment Test
No surprise technical glitches. A 5-second browser check verifies mic clarity, camera framing, and connection speed so candidates feel confident before recording real answers.
Step 4
Answer Prompts (Video, Text, or Choice)
Fair, structured evaluation. Candidates get clear prompts, a dedicated buffer to think, and the option to re-record if allowed — giving them full control over their presentation.
Step 5
Confirmation & Clear Next Steps
Ending candidate ghosting. Upon completion, candidates receive instant confirmation and a clear timeline for when they will hear back from the hiring team.
Structure As Fairness
Single-take, and why that's fairer
Nobody likes hidden rules during an assessment. Aplaix gives candidates explicit expectations before recording starts so they feel prepared, verify their setup, and record with confidence.
Upfront Transparency
Explicit time commitments (e.g., "10 uninterrupted minutes") prevent mid-interview drop-offs caused by unexpected time demands.
Hardware Validation
Automated pre-checks verify camera framing and microphone inputs upfront, preventing technical glitches before live prompts begin.
Equal Screening Conditions
Clear single-take rules ensure every applicant answers under identical conditions — eliminating the subjective bias and scheduling luck of traditional phone screens.
Where Candidates Drop
Where candidates drop — and why that's the point
Abandonment clusters overwhelmingly at one step: the camera test. It's the first friction point requiring a live, present human being.
That's not a drop-off problem; that's the filter working.
The Intent Filter
A resume upload costs an automated bot or mass-apply browser extension nothing. A camera check costs it everything. Out of 100 top-of-funnel submissions, our 10% completion rate reflects only real, high-intent applicants who actually care about the role.
Hardware Recovery Path
A small share of drop-offs stems from legitimate hardware issues, such as locked-down corporate laptops or missing webcams. For candidates who contact support, ~90% successfully resolve their issue and complete their submission.
More Human
What candidates get that they don't get elsewhere
This is the "more human" half of the deal — not files, filters, and silence, but a process that treats the person on the other end like one.
A real decision
Not a black hole. Every candidate gets an actual outcome, not silence.
A faster path to a human
The person reviewing their video is a person making a call, not an algorithm hunting keywords.
A chance to show, not just tell
A resume says what someone claims. A video shows how they actually think and communicate.
Compare that to the alternative at the top of this page — that's the actual choice a candidate is making.
See the exact experience your candidates would get.
Post a role and walk through it yourself, start to finish.
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