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Elevator for high-volume hiring

Personal attention, at a larger scale.

Give every candidate a consistent path through your hiring process. Elevator by Superset combines role-specific assessments, asynchronous AI screening and coordinated interview days to help your team manage demand.

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What high-volume teams need

Consistency for candidates. Capacity for your team.

Keep the process clear as application volumes grow, with structured evaluation and practical support for interview coordination.

  • A consistent candidate journey

    Use role-specific assessments and screening steps to give applicants a clear path through the process.

  • Evidence for the next conversation

    Review skills and AI screening summaries together before deciding who to bring into a panel interview.

  • Coordination at scale

    Plan panel capacity, organise interview days and follow outstanding feedback from a shared view.

Pipeline template

Build a consistent path to the interview.

The support and operations template places skills assessment and AVA screening before the panel interview. Candidates can demonstrate their abilities early, and recruiters have structured evidence to review before the next conversation.

What’s included
  • 24+ formats: timed MCQs, case-based evaluation, practical sandbox execution, AI-evaluated structured interview and more
  • 30+ assessment providers integrate if you already have one
  • Per-stage SLA and owner, so the queue is a lookup, never a chase
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AVA screening

Understand each candidate before the call.

AVA gives candidates a conversational screen they can complete in their own time. Recruiters receive competency summaries, communication scores and integrity checks, with recommended next steps for their review.

What’s included
  • Five competencies for operations roles: scenario judgement, customer empathy, process adherence, communication, role knowledge
  • Eloquence® AI English communication assessment where the role needs it
  • Candidate data is never used to train a model
How AI is governed in Elevator

Interview days

Coordinate the day with confidence.

Plan interviewers, rooms and slots from a shared day board. Candidates can self-schedule against panel capacity, while coordinators see conflicts, progress and outstanding feedback in one place.

What’s included
  • Calendar sync with Microsoft 365 and Google Workspace; video via Teams, Zoom or Meet
  • Feedback SLA per loop with escalation within the agreed response time
  • Rubric-anchored scorecards so a 3 from one panel means what a 3 from another means
Explore interviews and scheduling

Automation

Keep the queue moving with clear rules.

Configure stage transitions, reminders and escalations around your hiring policy. Duplicate matching highlights records for review, and the audit log preserves the actions taken as candidates move through the process.

What’s included
  • Bulk actions on the stage board for routine pipeline updates: advance, reject, email, assign assessment, assign owner
  • Duplicate resolution through a diff view into one Candidate 360 record
  • Source and channel analytics: cost per hire, time to hire and retention per channel, so you retire what does not convert
Explore automation rules

What you get

Elevator for high-volume hiring

  • Support and operations, high volume pipeline template: assessment first, AVA screen, operations round
  • Capacity for 800,000 concurrent assessments on the proctoring stack that runs 12 million a year
  • AVA asynchronous conversational screen with a summary card per candidate
  • Recommended action per card: advance, review or reject, confirmed by a recruiter
  • Recruiter time saved computed on screen from a 22-minute manual-screen baseline
  • 24+ assessment formats and 30+ assessment-provider integrations
  • Interview day board that runs a 200-interview day
  • 200,000 concurrent virtual interviews; on-ground coordinators in 300+ cities
  • Automation rules: assessment floor auto-reject, pass auto-advance, SLA escalation
  • Duplicate resolution with fuzzy identity matching and a merge diff view
  • Bulk actions on the stage board: advance, reject, email, assign assessment, assign owner
  • Source and channel analytics with cost per hire and retention per channel

Other solutions and the platform behind them

High-volume hiring, answered

What is high-volume hiring?
High-volume hiring is recruiting for many openings of the same role at once, typically fifty or more hires a quarter for support, operations, sales or field roles. The volume changes the process: evaluation has to happen before a human reads a résumé, screening has to run asynchronously, and interview days have to be scheduled on real capacity. Elevator by Superset ships a pipeline template built for exactly this.
How does Elevator handle thousands of applications for one role?
The high-volume template puts the skill assessment first, so every applicant is evaluated before anyone reads a profile. A written rule auto-rejects below the assessment floor and auto-advances a pass to the AVA screen, and the stage board’s bulk actions handle the rest. The assessment engine supports 800,000 concurrent assessments.
What is an AVA screen?
AVA is Elevator’s conversational AI screening, run as a pipeline stage: after clearing the assessment, a candidate sits an asynchronous interview on their own time. It returns a summary card with per-competency signal, a communication score, integrity checks and a recommended action that a recruiter confirms. For operations roles it measures scenario judgement, customer empathy, process adherence, communication and role knowledge.
Does AI reject candidates on its own?
No. AI drafts, rules route, people decide. The model produces a score or a recommended action; a written, versioned rule decides what happens at a given score, and every rejection carries a recruiter’s name because it is a consequence for a real person. Each rule firing is reconstructable from the audit log.
Can Elevator run in-person interview days?
Yes. A day board runs a 200-interview day across rooms, slots, a panel roster and interviewer groups, and the scheduler names every conflict for a human to resolve. Virtual rounds scale to 200,000 concurrent interviews, and on-ground coordinators in 300+ cities support physical rounds.
How are duplicate applications handled?
Fuzzy identity matching flags likely duplicates as they arrive, and a rule routes them to duplicate resolution, where a recruiter merges records through a diff view. The merged Candidate 360 record keeps every application, assessment and interview, so a candidate who applies to three openings is evaluated once.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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