Skillora

What Skillora is

Skillora is a dual-purpose AI interview platform: recruiters use it to screen and rank candidates with evidence-based, proctored interviews, while job seekers use it to practice interviews and get an AI tutor.

It is primarily a recruiter tool with a candidate-prep side. The appeal is that both sides use the same platform, so a recruiter gets auditable interviews and a candidate gets free practice, which suits a company that screens and a candidate who prepares.

The stance is evidence-based, proctored screening, and the product is aimed at recruiters and hiring teams, plus job seekers practicing.

What you can do with it

On the employer side it runs conversational, coding, system-design, and behavioral interviews with adaptive follow-ups, face detection and proctoring, and a ranked shortlist where every score cites resume or transcript evidence, and on the candidate side it offers a free practice interview, an AI mentor with instant answers, and a job-search to application loop, so the loop is screen, rank, or practice, decide, aimed at both sides.

Because every score cites evidence, a ranking is checkable, and the proctoring is the part that keeps a remote interview honest, which is the difference from an unsourced score. For a recruiter, that is the defensibility.

The candidate side is the part that lets an applicant rehearse the same style of interview.

Who it is for

It suits recruiters and hiring teams, plus job seekers practicing.

It suits teams that screen at scale.

What to keep in mind

Pricing is freemium: job seekers get a free interview session and recruiters book a demo, but no public amounts, so contact sales for cost, and because it targets teams the free boundary is a trial, so check.

The compliance stance is a strength: it states it never trains models on customer data, keeps recordings team-access only, publishes privacy and terms, and produces auditable interview records, so review them.

A practical point: the no-training and team-only recordings commitments plus the auditable records are exactly the controls a proctored interview needs, which is a strong posture. As an automated proctored scorer of people it still carries equal-opportunity duties, so keep a human accountable and tell candidates about the proctoring. If you adopt it, confirm the price and the policy, and keep people accountable for the hire. The no-training pledge is the strongest part of the offer. Keep the human decision real.

Two practical points

confirm the price and the policy, because Skillora is an AI interview platform with evidence-based, proctored screening for recruiters and free practice plus an AI tutor for candidates, good for both sides, but pricing is demo-only and the recruiter scoring needs a human check, so keep people accountable.