The problem with how hiring works today
Most organisations run interviews the same way they did twenty years ago. Every interviewer asks different questions. Scoring is subjective. Notes get lost. And at the end of it, the decision comes down to who felt right. That is not good enough for candidates, for the businesses hiring them, or for the compliance teams who have to justify those decisions.
The symptoms
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Interviewers assess against different criteria
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Scoring is inconsistent across interviews
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Interview notes are scattered or lost
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Hiring decisions cannot be evidenced
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Scheduling conflicts go undetected
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Compliance documentation is incomplete
The consequence
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Good candidates rejected inconsistently
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Poor hires cost up to 3 times annual salary
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Legal challenges with no evidenced process
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DEI goals undermined by unchecked bias
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Interviewer time lost to administration
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No data to improve hiring over time
Introducing ELAN
ELAN is a purpose-built interview and talent assessment platform that brings your competency frameworks, question banks, candidate management, and scoring into a single connected workflow. Every interview is structured. Every score is evidenced. Every decision is defensible.
How it works
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Define roles and competencies
Build your Question Bank
Schedule interviews
Conduct with in-portal tools
Score and record
Review and decide
Set up your competency framework and question bank before the first interview. Map every question to a competency and define clear scoring anchors from 1 to 10.
Generate role-specific questions mapped directly to your competency framework. Every question comes with evaluator guidance so interviewers know exactly what a great answer looks like.
Assign candidates, attach CVs, set duration and date. Built-in conflict detection flags double-bookings before they happen.
Interviewers access a clean, structured portal during the interview with questions presented one at a time, competency context, scoring descriptors, and note fields. A built-in voice recorder captures the full session in audio.
The interviewer scores each answer against the competency framework. Scores are submitted and permanently locked. The audio is automatically transcribed into a structured written record tied to each question.
HR reviews the interviewer's score alongside an AI-generated benchmark. The hiring decision is always made by the interviewing manager — the benchmark gives HR the data to ensure the process is fair and consistent.
Transcription, benchmarking, and a full audit trail — automatically.
ELAN records every interview in audio, transcribes it automatically, and generates a quality benchmark for your HR team — with no extra work from anyone.
Audio transcription, automatically
Every interview is transcribed the moment the interviewer submits their scores. No dictation, no manual notes, no admin overhead. The transcript is stored against the candidate record and available to HR instantly.
Scores that are locked and permanent
The interviewer's score is submitted and permanently locked before any AI benchmark is generated. The hiring decision is always made by a human — the AI benchmark is a quality check, not a decision-maker.
HR quality assurance — not AI control
HR sees the interviewer's score and the AI benchmark side by side. There is no automated flag, no threshold alert. HR uses their own judgement — the data supports them, it does not replace them.
A full audit trail for every candidate
Every assessment is timestamped, recorded, and stored against the candidate record. If a decision is ever questioned, you have everything you need to show a fair, consistent, evidenced process.
Bias identification over time
Where an interviewer's scores consistently diverge from the AI benchmark, HR can spot patterns and address them through informed, human conversation that actually changes behaviour.
GDPR-ready by design
Candidate data is retained for six months from the interview date and then automatically deleted. Recordings are audio only — no video. Candidates are informed in advance via a clear privacy notice.
AI that supports human decisions — not replaces them.
BUILT RESPONSIBLY
There is a lot of noise about AI in hiring. ELAN's position is straightforward. The hiring decision is always made by your interviewing manager, based on their own assessment. The AI never sees the manager's score before it is submitted. The manager never sees the AI benchmark. The benchmark exists purely to help your HR team ensure the process is fair and consistent — nothing more.
No automated shortlisting. No algorithm deciding who gets hired. Just structured, evidenced, human-led decisions — with better data behind them.
Built for your whole team
HR and People Teams
Centralise your interview process. Eliminate paper-based scoring and inconsistent interview conduct with one structured workflow.
Talent Acquisition
Run high-volume, consistent interviews at scale. Compare candidates fairly across interviews, locations, and time periods.
Compliance and Legal
Maintain a full, auditable record of every interview — scores, notes, recordings, and decisions — to support fair process.
Why ELAN
Built on competency science — not instinct
Consistent, standardised interviews at any scale
Reduce bias. Improve quality of hire.
Demonstrate compliance at every stage
One connected workflow, end to end
Trusted by teams who take assessment seriously
What practitioners say
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We used to send each interviewer a Word document and hope for the best. With ELAN, everyone works from the same framework. We can actually compare candidates now — and we can show our work when someone asks why we made a decision.
— HR Business Partner, Professional Services
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The competency scoring guides changed everything. My interviewer knows exactly what a 7 out of 10 looks like for each skill. We can compare scores across candidates with confidence for the first time.
— Head of Talent Acquisition
OUR PROMISE