Every applicant gets the same first step: a short, structured interview that Aleida holds on your behalf. The conversation adapts to what each person actually says. Afterwards you get an ordered list with evidence under every assessment. Who moves forward is always your call.
Aleida holds a structured interview with everyone who applies. Nobody is sorted out before someone has asked them something. You decide who moves on, but first everyone gets the same chance.
The candidate gets the interview straight away, either on application or through an invitation. Questions are based on the role and the CV, and follow-ups come from the answers. The conversation takes a few minutes and can be done any time.
After the interview, the answers are compiled into a summary that is sent back. The candidate sees what was said and what was taken away. No black box.
We read everything you wrote and weighed every answer. Here is one thing we took away.
You took over the customer’s problem.
“called roadside assistance and sat the customer down with a coffee while we waited”
Does the summary match what you meant?
All candidates are assessed against the same criteria and ranked in a list that comes back into your existing system. Every assessment shows what it rests on.
From job description to decision basis.
The requirement profile is based on the job description and the criteria you set for the role. It determines which qualities and qualifications matter and what separates a strong answer from a weak one. That is the foundation every candidate is assessed against.
The interview can sit directly in the application or be sent as a separate invitation. The candidate answers in the chat in a few minutes, with no login or camera. Everyone who applies gets the chance before anyone is filtered out.
The questions are based on the role and the candidate's CV. When an answer is thin, Aleida asks further about what the candidate just wrote, not about the next line in a script. That is where the difference between a form and an interview lives.
All candidates are assessed against the same requirement profile and sorted by how well they match the role. You get a ranked list of the most promising candidates, with evidence and quotes under every assessment.
Every candidate gets an overall assessment based on the interview and their CV. You see immediately who matches the role.
Aleida summarises what the candidate said and how it relates to the requirement profile. Not keywords, but a reasoned judgement.
The candidate has eighteen months in convenience retail with register, stock and customer service, and a previous position in clothing retail with similar duties.
In the interview the candidate substantiates customer handling and stress prioritisation with concrete, lived situations where initiative was taken, not just routine.
The CV is assessed against the role, and every criterion in the requirement profile gets its own result. This is where the ranking starts.
Eighteen months at Pressbyrån with register, restocking and customer service in a high-traffic location. Previous position at Lindex with cashier work and fitting-room service.
The CV shows two relevant positions in service environments with direct customer contact. The most recent employment is current, which signals stability and active experience.
a tourist came in really stressed, their train was leaving in ten minutes and they needed a charger and something to eat, I grabbed both while they paid so they could make it
The candidate describes a concrete situation where they read urgency and acted without being asked, adapting the normal service flow to the customer's time pressure.
the delivery came right when the morning rush started and the card terminal froze, I let the delivery stand, rebooted the terminal and served the queue first because those people had somewhere to be
The candidate describes an actual situation with three simultaneous demands and shows a clear prioritisation based on customer impact, not just theory.
I noticed some products were always hard to find so I moved the breakfast shelf closer to the register so people in a rush could grab things without having to ask
The candidate describes taking initiative to improve the shop layout, but the action is a one-time rearrangement rather than a pattern of judgement calls under varying conditions.
I like that every morning is different and that you actually see people's whole day start at the counter, it makes me want to be quick and friendly so they leave in a good mood
The candidate expresses genuine engagement with the role's rhythm but without grounding it in anything concrete they have done or a change they have driven; the answer stays at the level of attitude.
Aleida suggests questions to ask in the next step, with an explanation of what each question is designed to verify.
Describe a morning at Pressbyrån where everything hit at once. What did you do first and what had to wait?
Verify that the experience of high pace is real and the candidate can describe concrete trade-offs under pressure.
Your CV shows a gap between Lindex and Pressbyrån. What happened during that period?
Clarify the timeline in the CV and understand whether the gap signals anything relevant.
For each candidate who has answered, this is what lands in your list.
Aleida connects to your existing recruitment system, runs standalone, or via your own API. The way in makes no difference to security: all data stays in the EU, encrypted at rest and in transit, and nothing is trained on.
Thank you for your answers, Amina.
Here is a summary of what you were asked and what you answered. You can go back and re-read at any time.
Tell me about a time you solved something for a customer.
What do you do when several things need attention at the same time?
Your application is being reviewed by the recruiter. You will hear back by email when there is a decision.
Right after the interview the candidate gets a report on their phone, in your name. What they were asked, what they answered, and what happens next.
Including the ones who do not move on, which is most of them. Those are the people who normally hear nothing at all — and in frontline hiring they are often your customers too.
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