Every applicant arrives
already interviewed.
Kanvis interviews everyone who applies — against the criteria you set — and hands you verdicts with the evidence attached. You spend your day deciding, not screening.
Post a role in one conversation · No ATS migration · Set up with you
What a role looks like on day three: everyone interviewed, every verdict traceable, and a shortlist you can question in plain language.
What one open role costs you.
≈250
résumés arrive for a single corporate opening
Glassdoor
55%
of applicants never hear back — usually because nobody had time
Resume Genius, 2026
11,000/min
applications hit LinkedIn every minute
LinkedIn, 2026
You can't hire your way out of volume.
The screening cost scales with it. Kanvis changes the unit instead: every applicant arrives as an interview, not a document.
How it works
Four steps between an open role and a defensible shortlist.
Every applicant goes through the same four steps, so the same candidate always scores the same way.
Every applicant
Six things you get on every applicant.
Not just the ones who make the cut. The applicant you would have skimmed past gets the same file as your favourite.
If you have to justify a rejection, you should have the receipts.
Kanvis does not replace your interviews. It replaces the first screen — the part where good people are lost to volume.
AI writes the words. It never picks the number.
Questions are chosen by rules, not improvised. Scores are calculated, not judged. The AI decides how something is worded and points at the evidence behind it — it gets no vote on a number, a verdict, or what happens next.
Everyone is judged on the same record.
An application is fixed at the moment it is submitted — the profile, the role, and your criteria as they stood. A candidate polishing their page next week cannot move a score you have already seen, in either direction.
Your private criteria stay private.
The criteria you would rather not publish never reach a candidate, and are never quoted back to one. They shape the questions asked without ever being visible in them.
Candidate text is evidence, never instructions.
Nothing a candidate writes can change how your side of Kanvis behaves. Their words are read as evidence about them, and only ever as that.
You always know what you are looking at.
Every application on the board says whether its read is complete. You are never shown a confident number without the work behind it.
The full ladder, with the sizer
Priced on the roles you have open.
Not per candidate, and not per hire.
$0
1 role at once·25 screens a month
Free
$49
3 roles at once·150 screens a month
Pro
$249
10 roles at once·750 screens a month
Team
$899
50 roles at once·5,000 screens a month
Scale
One open role is free, with the full evaluation on it. Candidates don’t pay to be on Kanvis — that is what keeps their profiles worth reading.
Roles are what your plan is sized on. Applicants are counted as screens, with one monthly allowance shared across every role you have open, and 20%of headroom above it before anything is billed — so screening one more person is never the thing you hesitate over.
- Every applicant interviewed and scored, on every tier including free
- Decision board, Shortlist QA and per-application Twin
- Priced on the roles you have open, not per hire
- Your criteria, notes and pipeline stay private to your organisation
Per month. Paying yearly gives you 2 months free, and above Scale the number is written to fit what you run. Any free organisation can take 30 days of Team, once, without a card.
Tell us the role you’re hiring for and we’ll set it up with you. Or Book 30 minutes.
Does this replace our interviews?
No. It replaces the first screen — the résumé pile and the 20-minute phone call that mostly confirms someone can talk. Your team still runs the real interviews, on a shortlist that arrives with evidence instead of guesses.
Can a candidate game the AI interview?
Answers are graded against the candidate's own verified record, so an impressive claim that nothing in their profile supports doesn't score like a proven one. Nothing a candidate writes can change how your side of Kanvis behaves — their words are read as evidence about them, and only ever as that. And the transcript is right there, so if an answer looks coached, you can see it.
Do candidates know they're being interviewed by AI?
Yes, plainly, before they start. They're told what it's for, it's a conversation rather than a test, and it runs on their time. Hiding it would poison the answers we're asking you to trust.
Do we have to move our ATS?
No. Kanvis runs a role end to end on its own — post it, interview, score, decide — so you can put one requisition through it without touching your existing stack.
Who owns the candidate's data?
The candidate owns their profile and their page. What you see is their application exactly as it stood when they sent it to your role, visible to your organisation only. Your criteria, notes and pipeline stages stay on your side, and a candidate has no way to see any of them.
Who makes the final call?
You do. The score is advice with its reasoning attached, and you can overturn any recommendation on the board. Every number traces back to a specific answer in a specific transcript, so if you disagree with one, you can go and look at why rather than argue with it.
How many roles can we run?
That is the thing your plan is actually sized on: 1 on Free, 3 on Pro, 10 on Team and 50 on Scale. Applicants are counted as screens — one person interviewed and scored — and each plan comes with an allowance for the month, plus 20% above it before anything is billed, so the applicant you would have skimmed past still gets interviewed.
What does it cost?
Free for a single open role with the full evaluation on it, then $49, $249 or $899 a month as you run more at once, and a custom number above that. Paying yearly gives you 2 months free. The full ladder, and a sizer that tells you which tier fits, is on the pricing page.