The recruiters in charge of the interview and their team decide on who is going to be selected.
Every interview produces two separate records.
The first is the AI report, generated automatically, which holds the scores, the per-skill ratings, the sentiment, the transcript and the recording. The second is the interviewer's own scorecard, filled in by the person who actually spoke to you, capturing their rating and their comments. Neither one replaces the other and are evaluated by the hiring team together.
The reason we keep both is that it makes the conversation about you a conversation about evidence. When every candidate has the same two records, a hiring team debates the same material rather than relying on whoever remembers the call best. The AI's job is closer to a court reporter than a judge: it writes down what happened, organises it against the skills the role calls for, and scores it the same way for every candidate, so you are compared like-for-like with the person interviewed the day before.
Your interviewer's view is also recorded in its own right - their rating and comments sit alongside the AI's scores rather than being an edit to them.
The decision becomes the human step in the hiring process. Your interviewer and the hiring team review the report and the scorecard and choose whether to move you forward. If you want the AI to run an interview end to end, that is our AI Video Interviewer, a different product - Hyring Meet exists specifically for the rounds a human should lead.
How much weight a particular employer gives the AI's scores against their interviewer's own judgement is subject to their hiring policy, and it varies from company to company.
It would be reasonable to ask your recruiter how their team uses the report if you had any queries regarding the same.
