Collect only what matters
A role can require a CV, a work sample, both, or neither. The candidate only sees the fields that matter for that hiring workflow.
Why we built it
Hiring should not punish the best candidates or the busiest teams.
Rondo exists because modern hiring has a coordination problem. Teams collect resumes, chase availability, schedule calls one by one, and still struggle to compare candidates fairly. Strong candidates wait too long. Hiring managers lose context.
The old way
- CVs in inboxes
- Calendar back-and-forth
- Ad hoc score notes
The cost
- Slow replies
- Dropped candidates
- Weak comparison signal
The Rondo way
- Structured applications
- Time-boxed rounds
- One board for decisions
Turn interviews into rounds
Instead of endless one-off scheduling, companies open interview slots and move candidates through a clear queue.
Keep every participant aligned
Candidates see their application state. Hiring teams see applications, CVs, answers, scoring, slots, and call links from the same place.
Protect speed and fairness
The product is deliberately opinionated: less manual coordination, clearer requirements, and faster decisions after each round.
Inside the live round
The call itself is part of the product, not a bolted-on video widget.
A Rondo interview is recorded with consent, transcribed, and turned into a first draft of the scorecard — so the decision that follows is backed by evidence, not a fading memory of a 20-minute call.
A call room built for hiring
Candidates and interviewers meet in Rondo's own interface, with a device check before the interview starts so a blocked camera or mic never derails the conversation itself.
Consented recording and transcription
Recording only starts once both sides agree, stays visible to everyone for the whole call, and produces a transcript automatically — no manual note-taking required.
A scorecard draft, not a scorecard
After the call, generate a draft scored against the transcript, with a quote behind every rating. It stays labelled unreviewed until a person accepts it — the hiring decision is always human.