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That line comes from a verified five-star reviewer based in the UK, who continued: "There was no bias, it was practical, clear language and clear questions."
It's a sentence that cuts to the heart of what Hubert is designed to do. Structured, consistent, unbiased interviews where every candidate gets the same questions and gets scored the same way, without the unconscious signals that creep into human conversations.
She isn't alone in noticing this. Candidate after candidate mentions the same things: clarity, fairness, ease. No nerves about being judged on how you look, sound, or where you went to university. Just your answers to well-designed questions.
For TA teams navigating increasing scrutiny around hiring bias and EU AI Act compliance, that perception of fairness is not just a nice-to-have. It's a legal and reputational asset.
Scroll through Hubert's Google reviews and one word appears again and again, across Swedish, Portuguese, Spanish, German, Danish, Finnish, Italian, French, and Arabic: simple.
The fact that candidates across countries and languages are independently arriving at the same word says something. Hubert's interview experience isn't culturally specific or language-dependent, it translates, literally and figuratively.
This matters for completion rates. Candidates who find the process fast and clear finish it. High completion rates mean more of the pipeline you worked to build actually arrives at the shortlisting stage.
One review stands out for what it says about the emotional experience of the interview:
"Jag tycker intervjun med Hubert gick jättebra. Fick verkligen chansen att tänka igenom svaren utan att känna mig stressad."
Translation: "I think the interview with Hubert went very well. I really got the chance to think through my answers without feeling stressed."
This is one of the most overlooked benefits of structured AI interviews. The traditional interview is a performance under pressure where a recruiter is watching your face, a phone line with awkward silences, the knowledge that every pause is being judged. Hubert removes that dynamic entirely.
Candidates respond at their own pace. They can take a breath. They can give a considered answer rather than the first thing that comes to mind when nervous. For candidates who are skilled at their jobs but not skilled at performing under social pressure, this is a genuine leveler.
NSS Group found that 50% of their eventual hires were candidates who would never have passed traditional CV screening. The structured interview caught what the CV missed.
Candidates go in knowing it's an AI interview. That's the point, there's no bait and switch. And yet one reviewer called the experience "interesting, practical, complete and efficient – worth more than five stars." Another called it "a great idea."
The experience itself is what earns that response. Candidates who feel the process is fast, fair, and well-designed leave it feeling respected. And they carry that impression of the employer forward, whether they get the role or not.
Most of those reviews come from people who had never left a Google review before. That's not a coincidence. A good experience, even when it's automated, makes people want to say something.
The reviews aren't a happy accident. They reflect a very deliberate commitment that we have made.
Hubert's Candidate Pledge is a C-level-signed set of principles that governs how every interview is built and run. It covers seven commitments: that AI should serve candidates, not judge them; that no black-box model decides anyone's future; that explainability is a human right; that the science is fair for everyone; that every candidate deserves feedback; that candidate data belongs to the candidate; and that Hubert will evolve responsibly.
For TA teams, this matters because your candidates are also your brand. Every person who applies and walks away feeling processed, ignored, or unfairly assessed is a data point that eventually shows up somewhere, whether it's in Glassdoor scores, in word of mouth, or in the talent pools you can and can't access. Building candidate experience into the infrastructure of your screening process, rather than treating it as an afterthought, is what changes that.
When the process is fair, fast, and well-designed, candidates notice. They feel respected. They feel the employer took their experience seriously and that matters in a world where candidates share their experiences and employer brands are built or broken one application at a time.
Hubert's average Google rating sits at 4.8 stars. Most of those reviews come from people who came in expecting a tick-box exercise and left feeling like they'd had a real chance to show what they can do.
That's not an accident. That's what happens when interviews are built around candidates, not just around recruiters' convenience.
Hubert conducts structured AI interviews that help TA teams screen faster, fairer, and at scale, with completion rates above 85% and candidate satisfaction scores of 9/10.