Trigwa lets teams run on-demand video interviews with structured prompts, candidate preflight checks, adaptive follow-ups, and explainable results. Candidates complete interviews when ready. Recruiters review only what matters.
Async video interviews without the usual chaos, drop-off, or weak reporting.
Async interviews work best when candidates feel guided instead of dropped into a recorder. Trigwa supports readiness checks, clear instructions, and recruiter-defined voice guidance.
Recruiters still get the benefit of video responses, but the first review layer is structured. That means less manual watching and faster shortlisting.
Some roles need video, some need voice, and some should stay written. Trigwa lets recruiters choose the format per interview instead of forcing every role into the same workflow.
No. It is useful when scheduling drag is high or teams need repeatable screening at scale. Trigwa supports video, voice, and written modes so teams can pick the right format per role.
The platform scores responses and creates explainable summaries, so recruiters do not need to watch every second of every answer to reach a decision.
Trigwa is an AI interview platform for structured screening, adaptive follow-ups, explainable scoring, and recruiter-ready candidate reports.
Read page →Trigwa helps hiring teams screen candidates faster with structured interviews, AI scoring, explainable reports, and pipeline-ready recruiter workflows.
Read page →Trigwa helps hiring teams run structured interviews with competency-based prompts, adaptive follow-ups, and explainable scoring across every candidate.
Read page →Compare Trigwa vs Willo for async video interviewing, structured hiring workflows, explainable AI scoring, and recruiter decision support.
Read comparison →Compare Trigwa vs Spark Hire for one-way interviews, structured screening, adaptive follow-ups, recruiter reporting, and end-to-end top-of-funnel hiring speed.
Read comparison →Async interviews can save huge amounts of recruiter time, but only if the candidate experience and review workflow are designed properly.
Read article →Most startup screening workflows break when hiring volume rises. The fix is not more recruiters first. It is a better structure for intake, interviews, and review.
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