Tulifo · end-to-end video interviewing
You pilot software before you buy it. You test a supplier before you sign. But a hire is still a résumé, a thirty-minute chat and a gut call. Tulifo turns the interview into a rehearsal of the actual job — on video, for every applicant — so you cast the right person the first time.
Rehearsal role
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One scene, any discipline. The same fair tryout for a nurse, a welder, a designer or a CFO.
30%
of salary lost on a bad hire
82%
of résumés carry inflated claims
23 min
the average unstructured interview
100%
of applicants get the same brief
There is exactly one human step at the start and one at the end. Everything between them — publishing, intake, fit checks, scheduling, interviewing, scoring, evidence — runs autonomously. No coordinator, no calendar, no spreadsheet.
Approve the job description
One word or your own JD. Read it, tweak it, publish it. Two minutes.
Everything else, autonomously
Role page, résumé intake, fit verification, scheduling, video interviews, integrity checks, scoring and evidence.
Decide whom to hire
A ranked shortlist with every score linked to the footage that earned it.
Zero recruiter hours between step one and step three
Recruiters are outnumbered. One opening draws thousands of applications, and every résumé is a carefully edited story. The interview was meant to be the truth-check — instead it became another variable: different interviewers, different days, different questions, different moods.
So the real fear is not catching liars. It is recommending the wrong person, and the cost that follows: lost revenue, team friction, re-recruitment, and the quiet erosion of trust in whoever said yes.
What every recruitment team worries about
“We hired the person who interviewed best. We needed the person who could actually do the work.”
The job description becomes a scene. Same context, same stakes, same questions, same clock. A candidate can prepare — they cannot fake the performance, because the task is the work itself.
Field Sales Manager
Revenue recovery plan
A distributor has missed quota three months running. Walk us through the conversation you would have in their office on Monday morning.
Four candidates. Same scene, same duration. The difference is the work, not the charm.
A. Menon
Fit 94 · task completed
J. Okafor
Fit 91 · follow-up pending
L. Voss
Fit 88 · live task
T. Sato
Fit 84 · identity clear
Live task
They solve a real problem from the role, on camera, with the clock running.
Adaptive follow-up
Thin answers get probed, not accepted. Depth is earned, not assumed.
Identity held to frame
Face matched to ID and timestamped against the footage.
Every step between the requisition and the offer, run once and recorded. No spreadsheet, no scheduling thread, no forgotten applicant.
Word
Type one word — “welder”, “actuary”, “SDR”. A complete job description and a shareable role page exist a moment later.
Cast
Résumés arrive from your ATS, a shared drive, a careers link or a bulk upload. No re-keying, no spreadsheet triage.
Read
Every applicant is fit-verified against that description — skills, context, seniority — and given a score with its reasoning attached.
Call
Above the threshold, candidates are invited and scheduled automatically, in their timezone, without a recruiter touching a calendar.
Rehearse
Tulifo's AI interviewer runs the interview on video: identity to frame, a live task from the role, adaptive follow-ups when an answer stays thin.
Cast list
A ranked shortlist lands with every score linked to the second of footage that earned it.
The report is not a feeling. It is a reel: scores tied to the moment that earned them, the task replay, the transcript, and the reason the decision was made. When the room challenges the hire, you point at the tape.
A. Menon
Task clear, follow-up sharp, identity verified.
J. Okafor
Strong task, one probe unanswered. Re-engage.
L. Voss
Good fit, task incomplete within time.
T. Sato
Answered by assertion, not evidence.
Decision saved with evidence chain
6 linked timestamps
