Structured AI interviews for social care hiring

Yes. Hubert is designed for high-volume frontline hiring, including care assistants, support workers, care home roles, and other operational social care positions. Interview questions and scoring criteria can be adapted to the competencies required for each role.

Hubert replaces the initial screening interview with a structured, competency-based AI interview. Every candidate is asked the same questions, assessed against the same criteria, and scored by deterministic AI models, not probabilistic LLMs. Recruiters receive scored, auditable shortlists directly in their ATS, ranked by role-relevant competencies. The final hiring decision always stays with your team; Hubert augments recruiters, it does not replace them.

Yes. Hubert has deep experience in the care sector. Ambea, one of Scandinavia’s largest care providers with 35,000 employees and over 500 care units, uses Hubert to manage high-volume hiring at scale. One central recruiter now supports 3,000 hires and over 100,000 applications annually, with a 74% reduction in screening activity. Malmö Stad’s Health, Care and Welfare Administration cut its recruitment cycle from six weeks to two days, saved 750 hours of administrative work, and reduced costs by approximately 200,000 SEK in a single hiring cycle. Aleris, one of the Nordic region’s largest private healthcare and care providers, deployed Hubert across its home care nursing division. Since then, Aleris has achieved an 88% interview completion rate and a 9/10 candidate satisfaction score, with one recruiter now managing five operational areas independently.

Yes. Hubert integrates with 30+ ATS platforms and can deliver candidate shortlists, scores, and summaries directly into your existing recruitment workflow.

Hubert is built for EU AI Act compliance from the ground up. Its deterministic scoring models are fully explainable. Every score is traceable to specific candidate responses against defined criteria, with no black-box decision-making. All candidates receive identical structured interviews, supporting the transparency and non-discrimination requirements the Act mandates for high-risk AI systems in employment. Audit trails, data residency controls, and documented model logic mean your team can demonstrate compliance to regulators without additional instrumentation.