Hiring was once a human-centric process that heavily depended on referrals, in-depth portfolio reviews, apprenticeship, and the art of observation. Replete with inefficiencies, prone to unconscious bias, and often disconnected from the actual job performance, it demands reinvention. Interview-as-a-Service or IaaS delivers it with precision and scalability.
IaaS allows companies to outsource interviews to a curated network of seasoned professionals or AI-enabled interview management platforms. It combines workforce flexibility, platform engineering, AI-proctoring, and data analytics for a scalable and streamlined interview process, which reduces the burden of internal HR teams. What used to take weeks of coordination and endless back-and-forth can now be done in a day with standardized assessments, interview documentation software, automated interview scheduling, and real-time feedback.
It’s no coincidence that IaaS platforms have risen with the remote-first economy. Due to its positive impact on talent acquisition efficiency, the IaaS market is projected to grow nearly 10 times faster than standard video tools and reach $5-6 billion by 2026. Whether you’re a talent leader rethinking your pipeline strategy or an HR generalist swamped by too many applications in a fast-scaling business, understanding IaaS may change how you build teams forever.
does Traditional Interview Management Falls Short?
For all its familiarity, the traditional interview model is logistically messy, with limited tools, scattered calendars, and inconsistent processes.
• Inconsistency
Most interviews in legacy systems are conducted by in-house teams that juggle evaluation with their day jobs. This dual responsibility means a lack of standardized evaluation and variability in how interviews are structured and assessed. Outcomes are therefore more about who asks the questions.
• Too Slow for Today’s Hiring Needs
Without recruitment process automation, scheduling one-on-one interviews, coordinating calendars across departments, and lining up sequential rounds can take weeks.
• Unscalable for High Volume Hiring
Internal teams are not built to conduct dozens (or hundreds) of interviews a week without sacrificing speed or rigor.
• Poor Candidate Experience
From rescheduled interviews and lack of timely feedback to confusing formats and disjointed conversations with unprepared interviewers, the candidate journey through traditional interviews can feel like complete disregard for candidates’ time and effort.
• Built-in Bias
Without objective frameworks, interviews are driven by gut instincts, personal opinions, and the halo and horns effect based on initial impressions.
• The Hidden Price Tag
It all adds up: internal team bandwidth, administrative overhead, and hiring delays. Conducting interviews in-house, especially for technical or specialized roles, takes time away from engineering and product teams that could be building instead of interviewing.
How COGBEE Makes Hiring Easier: End-to-End Interview-as-a-Service Solution
• Automated Interview Scheduling and CoordinationCOGBEE’s Interview-as-a-Service platform eliminates cumbersome email scheduling with intelligent, timezone-aware scheduling automation. Whether the panel is spread across Bengaluru, Boston, or Berlin, the interview management platform syncs availability, adjusts for working hours and accounts for panel bandwidth, public holidays, and regional constraints. Automated rescheduling tools also eliminate the email avalanche when someone drops out, or a candidate wants to shift.
• Expert Panel Assembly
Assigning a UI/UX designer to assess a full-stack developer’s skills? Not on COGBEE’s watch. COGBEE assembles a curated panel of interviewers with relevant domain expertise using a granular parsing of the job description, skill requirements, and past hiring success patterns.
• Structured Interviews
Whether live or asynchronous, the streamlined interview process at COGBEE follows standardized, skill-mapped formats that align with technical and behavioral competencies.
• Automated Process Documentation
Every live session, whether a coding challenge or a panel discussion, is recorded, transcribed, and time-stamped by the interview documentation software. This automated documentation not only saves time but serves as an audit trail that reduces ambiguity in hiring decisions.
• Customizable Evaluation Reports
Recruiters can design custom evaluation templates that mirror job-specific metrics like domain knowledge, problem-solving, communication, and culture fit. We provide easy-to-read, structured insights with qualitative comments and quantitative scoring.
• Real-time Feedback That Doesn’t Disappear in Inboxes
Hiring managers don’t wait weeks to hear what happened in an interview. COGBEE’s live dashboards and automated status updates give real-time visibility across interview stages, feedback status, and evaluation outcomes for faster, more strategic, and more effective decision-making.
• Technical Integration
Our Interview-as-a-Service platform integrates with major ATS platforms like Lever, Ceipal, iCIMS, and others. So, your workflows, from candidate tracking to offer rollouts, stay uninterrupted, and interviews get an automated backbone. HR teams can boost talent acquisition efficiency by hiring at scale without switching tabs or duplicating data.
