A better way to screen at scale, for recruiters and for candidates
Bright Apply is a chat-based screening tool for volume hiring.
Screen more candidates in less time, with better insight and a fairer experience for every applicant.
Volume hiring is broken. We're fixing it
Volume hiring is harder than ever.
- Application numbers keep rising
- Many responses are generic or AI generated
- Cheating and impersonation are becoming more common
- Screening is still manual, expensive and not build for high volumes
Bright Apply is built to enable faster, fairer hiring decisions at scale.
Smart, scalable screening
Here's how Bright Apply makes screening simple:
Visibility into AI use
We flag AI usage so you can see when and how it's being used
Candidate verification
Confirm identity and ensure applications are genuine from the start
Screening at scale
Screen high volumes of applications quickly and fairly. Works with your existing ATS.
Why choose Bright Apply
Save time
No more manual, time-consuming screening, leaving more resource for engaging with top applicants
Great candidate experience
Applicants enjoy the Bright Apply experience and prefer it to legacy tech
Screen at scale fairly
Interview every applicant, so you can hire from the widest talent pool
Better screening starts with conversation
In volume hiring, the problem is not getting applicants. It is working out who you should invest recruiter time speaking to.
A CV or a form rarely tells you what you need. Motivation, potential, and fit show up in contextual conversation.
Bright Apply runs that conversation at the start of your process with a chat-based interview. It asks role- relevant questions, follows up when answers are vague, and captures the context that static forms miss.
You get deeper insight early, so you can confidently spot unsuitable candidates faster and spend human time on the people who look strongest.
How it works
- We'll build a bespoke, structured chat interview around your criteria, eligibility requirements and key competencies
- For every candidate, you'll get an interview transcript, eligibility outcomes and clear, reasoned scores against your framework
- You'll receive an indication of where candidates have used AI
- Human bias is removed, with Bright Apply using only the applicant's interview responses to assess
- Connect seamlessly to your existing ATS with no new workflows
- You stay in control throughout. Bright Apply provides the insights, you make the decisions
How Bright Apply uses AI
AI can help teams screen fairly and consistently, but only when used responsibly.
What the AI does:
- Runs a structured chat-based interview at the start of the application
- Asks questions relevant to the role, follows up and captures context that can get lost in CVs and forms
- Applies your criteria and scoring rubric consistently across every candidate
- Flags that a response may have been AI assisted, when detected
What the AI does not do:
- It does not decide who gets hired or rejected on its own
- It does not infer information about candidates. It only uses what the candidate shares in the interview and what you provide as criteria
- It does not change your scoring rules without you
- It does not use customer data to train public AI models
You stay in control. You define the questions, the criteria, and what good looks like. Bright Apply runs a consistent early- stage conversation for every applicant and provides the information you need for decision making.
Key features
Gets better, more detailed answers
AI-enabled chat interface that digs deeper to explore a candidate’s real experience
Integrates with your ATS
Candidate responses become structured data in your ATS
Fair and unbiased
Built with input from occupational psychologists to ensure a fair, evidence-based approach to screening
Tailored to each of your roles
Configure questions to get the information you need to explore eligibility and relevant experience
Prevents auto application spam
Candidate verification and AI detection flag responses likely generated by tools like ChatGPT
Gets the most out of candidates
Candidates can answer by typing or voice and keep track with real-time notes. Recorded video response is also available
Works seamlessly with your existing ATS
Why use a chat-based interview?
It feels like a real conversation. It follows up when something is unclear and adapts to each response, just like a human would.
Candidates tell us it feels natural, fair and personal. As a result, they answer more honestly and authentically, giving you richer insight.
That’s why most candidates say they prefer it to other interview formats.
What candidates think
Recruitment is changing fast
Latest thinking on how AI is affecting recruitment, from peer-reviewed studies to first-hand candidate experiences
What's fact and fiction in AI-powered screening?
News about AI and recruitment is loud and often confusing. Find out the reality behind the biggest myths.
Trust in hiring matters more than ever
Effective volume hiring is built on trust. But for many, that trust is in short supply and new hiring tech and opaque processes are making it worse. Discover how to build and retain trust in recruitment.
What value does AI really bring to hiring?
New research compares AI-powered, chat-based interviews with conventional assessments. Check out the results to find out the impact for both candidates and recruitment managers.
Bright Apply
A faster, fairer way to screen at scale that candidates actually enjoy.
Whether you're just curious or ready to dive in, we'd love to hear from you.
Frequently Asked Questions
Check out frequently asked questions to get answers to anything you’re unsure on.
If your question isn’t covered, please drop us an email on employers@brightapply.co.uk
General
What roles is this platform suitable for?
The platform is highly configurable and therefore suitable for screening the vast majority of roles, especially where high applicant volumes are expected.
Are the questions configurable?
Yes. We can configure any set of questions based on your needs and will work with you to adapt Bright Apply to your specific requirements.
Does Bright Apply replace video interviewing?
Potentially, yes. Traditional video interviews often involve generic questions which can prompt generic, AI-assisted responses.
Bright Apply can be configured to require video/audio for some or all questions. These recordings give you a more authentic impression of the candidate. We see a world where one or two questions done in this way is sufficient to get a view of the ‘real’ candidate beyond their text responses.
We don’t use CVs in our application process. Is this still relevant?
Absolutely. While CVs provide useful context, Bright Apply can also work entirely with application form questions or ask contextual questions at the start of the interview. Follow-up questions then build on this input.
Our platform allows you to ask anything you’d normally cover in a traditional interview-whether it’s about experience, qualifications, or clarifying basic information.
Plus, candidates can ask their own questions, making it a two-way, engaging experience.
Can it filter for eligibility and employment preferences?
Yes, Bright Apply can be configured to ask questions such as location preferences, salary expectations, Right to Work etc and then output the data in a rigid “ structure” to your ATS.
What are the outputs I will see as an employer?
- Transcript (optional to review)
- Scoring breakdown with justification
- Candidate employment preferences
- AI usage score
Candidate Experience & Accessibility
How does the candidate question-asking feature work?
You can provide a block of content (e.g. your FAQ) that the AI uses to answer candidate questions.
These can be answered either during the interview (e.g., for clarifying a question) or in a separate, non-assessed section where candidates can freely ask questions.
It’s a key feature for creating an engaging candidate experience.
Does Bright Apply create too much friction for candidates?
No. We’re seeing a healthy completion rate of ~80% in the testing, suggesting that most candidates are happy to engage, and the 20% who drop off or self-select out are perhaps not serious applicants.
Is there a fixed interview length?
No – the number of questions, and approximate length of each question is configurable.
Screening and AI misuse
How does it reduce AI misuse?
We monitor a wide range of indicators that may suggest an overuse of AI. These signals are deliberately kept opaque to candidates, and our detection measures are continuously updated.
Our algorithm is trained on data from thousands of interviews, much like an antivirus tool. We provide a AI usage score- high scores should be reviewed carefully, but we don’t advise auto-rejecting candidates based on this alone.
We also set clear guidelines for candidates, and just communicating these reduces AI misuse significantly.
Is video mandatory for candidates?
If you, as a client, decide to enable it, then it can be made mandatory for candidates.
Video serves two purposes: it discourages cheating and gives you snippets of the candidates answering questions.
How do you guard against bias in AI screening?
We statistically test the screening algorithm to ensure there isn’t bias in the system. The AI has no access to personal identifying information.