What Greenhouse Voice AI Records, Scores, and Sends Recruiters
Learn how Greenhouse Voice AI interviews work, what gets recorded and scored, and how to request human review or an alternative interview from the employer.
A Greenhouse Voice AI interview is an AI-led, two-way screening conversation that asks job-related questions, follows up on your answers and evaluates your responses against the employer’s criteria. Recruiters receive scores and supporting evidence. Greenhouse says the system does not automatically advance or reject candidates; people decide who moves forward. Unlike a fixed, recorded questionnaire, it responds to what you say. Source: Greenhouse’s workflow description
“Voice AI” does not mean audio-only. Greenhouse’s technical documentation says the feature records applicants’ audio and video, then scores the transcript derived from their speech—not the recordings themselves. Check your invitation and recording notice before starting. Source: Voice AI Data Processing FAQ
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Ask About Audio, Video and Retention
Check the recording notice before starting. Greenhouse documents audio and video recording, with interview scoring based on the speech transcript.
Ask the recruiter: “Who can access my recording, how long are recordings, transcripts and scores retained, and where should I send correction or deletion requests?”
The documented default is retention for the employer’s contract duration unless deleted earlier, subject to exceptions. Your employer’s exact retention period: — until confirmed.
Request the Employer’s Alternative Process
Contact the recruiter before starting. Describe the barrier and ask: “What alternative interview process can I use?”
Greenhouse’s FAQ says its terms require notice that applicants may request an alternative. The employer defines and operates that process; the replacement format is not established here.
Request Human Review of the Specific Issue
Use the human-review request mechanism documented in the post-interview email flow. Identify the answer, evaluation or flag you believe is wrong and explain what happened.
Cheat- and fraud-detection flags are separate from the overall interview score. A flag is not proof of misconduct. Greenhouse says its terms prohibit using the Voice AI Score as the sole basis for an employment decision.
Source: Greenhouse Voice AI Data Processing FAQ. These routes describe documented product processes, not a jurisdiction-specific legal entitlement.
The Employer Configures the Interview and Reviews the Results
Greenhouse Voice AI uses technology acquired from Ezra AI Labs. Greenhouse says it is available for purchase in the US and internationally. Its interviewer, Ezra, supports English plus ten additional language options, including regional variants of Spanish. Your employer should confirm which language is available for your interview. Source: Greenhouse product page
The documented workflow has four parts:
| Stage | What Happens |
|---|---|
| Employer setup | Recruiters and hiring managers define questions, job context and a scoring rubric, with examples of strong, acceptable and weak answers. |
| AI conversation | You complete the interview on your schedule. The AI asks dynamic follow-ups and can answer role questions using employer-approved information. |
| Evaluation | The employer receives a transcript, question-level scores and explanations. Recordings are available where retained. |
| Human review | Recruiters and hiring managers can accept, modify or disregard scores. Greenhouse says hiring decisions remain human-controlled. |
An application hosted in Greenhouse does not by itself mean you will take a Voice AI interview. Its technical documentation identifies Voice AI as an optional employer feature.
Voice AI is also different from Greenhouse Notetaker, which records and transcribes interviews rather than conducting this AI-led screening conversation. An invitation mentioning Greenhouse or an interview recording is not enough to identify which tool the employer is using. Source: Greenhouse’s Notetaker announcement
The Score Uses Your Transcript, Not Your Vocal Delivery
According to Greenhouse’s technical documentation, speech-to-text converts your spoken answers into a transcript. Large language models analyze that text against the employer’s rubric and ideal-candidate profile. The overall score is a weighted average of question-level scores, with written rationale citing specific responses.
Resume information may provide interview context, but it is not the basis of the Voice AI Score itself. The distinction matters: the interview assessment evaluates your responses, rather than simply assigning another score to your resume.
Greenhouse says interview scores are not influenced by accent, tone, fluency, pace, personality or confidence. Its technical FAQ also excludes emotion recognition, voice-based personality inference and biometric identification. These are documented product limits—not a guarantee that every transcript or evaluation will be accurate.
There is a separate assessment: cheat- and fraud-detection flags. Greenhouse says recruiters see these as supplemental decision-support information; they are not included in the overall score. A flag is therefore not the same as a low interview score—or proof of misconduct. Ask for human review if a flag misrepresents what happened. Source: scoring and detection documentation
Prepare Work Examples and Check the Interview Rules
Prepare to explain relevant work, not to perform a particular voice or personality. For each major responsibility in the job description, choose an example that explains the situation, your actions and the result. Make your personal contribution clear rather than describing only what the team did.
Because the interviewer can ask follow-ups, a memorized opening answer is not enough. Practise explaining why you chose an approach, what went wrong and what you would change. Our common interview questions and answer structures can help you organize those examples.
Before starting, confirm the deadline, expected duration, recording requirements, permitted notes and what to do if the connection fails. The documentation cited here does not establish a standard interview duration for every employer. Ask before using live AI assistance rather than assuming it is permitted.
Ask the Employer for an Alternative Format
If speech, hearing or another disability-related barrier makes the format unsuitable, contact the recruiter before taking the interview. Describe the barrier and ask which alternative process the employer offers. Our interview accommodation guide explains how to propose a workable format.
Greenhouse’s FAQ says its product terms require employers to tell applicants they may request an alternative interview process. Greenhouse provides opt-out templates, but the employer defines and operates the alternative. That documentation does not establish that every applicant will receive the same replacement format.
Greenhouse also documents a human-review request mechanism in the post-interview email flow. If you believe the assessment misrepresents your answer or a detection flag is wrong, use that route and explain the specific issue you want reviewed. Source: candidate review and notice documentation
Recordings and Scores Do Not Have a Universal Short Retention Period
Ask the employer who can access the recording, how long recordings, transcripts and scores are retained, and where to send correction or deletion requests. These are separate questions: knowing that scoring uses a transcript does not tell you who can watch the video or how long it remains available.
Greenhouse’s documented default is retention for the duration of the employer’s contract unless deleted earlier, subject to contractual or documentation exceptions. It is not a universal short retention period. Confirm the policy for the employer handling your application rather than assuming a fixed deletion deadline. Source: retention documentation
HR Teams Must Validate the Rubric and Provide Human Oversight
Before rollout, validate the rubric’s job relevance, test transcription and scoring on realistic responses, and assign reviewers who can investigate errors and override results. Greenhouse’s FAQ says its product terms prohibit using the Voice AI Score as the sole basis for an employment decision. Human-controlled hiring should therefore include a defined review process, not just access to a score. Source: human-oversight documentation
Greenhouse commissions monthly Warden AI audits. As of October 7, 2026, Warden’s public dashboard listed September 8, 2026 as the latest audit and marked its listed bias categories “Clear.” That is an audit finding, not proof that every employer’s rubric is valid or every deployment is bias-free. Check the audit scope alongside your own results and candidate complaints. Source: Warden dashboard
Use our AI hiring vendor validation checklist to cover accessibility, privacy, notices and monitoring. Recording, privacy and hiring-AI obligations depend on the jurisdiction and actual workflow; this explanation is informational, not legal advice.