ApproveThis manages your Interviewer.ai Integration approvals.

When AI Interviews Meet Approval Automation

Let's be real - hiring processes turn into approval purgatory faster than you can say "culture fit." Interviewer.ai handles the smart part (assessing candidates through AI-driven video interviews), while ApproveThis handles the bureaucratic part (getting actual humans to make decisions). Together, they're like HR's version of peanut butter and chocolate - different strengths, stupid good together.

Here's why mid-sized companies care: Every time your recruiters have to chase down department heads for sign-offs, you're burning salary dollars on herding cats. This integration automates the nagging part, so your team actually does strategic work instead of playing approval tag.

No More "Who Approved This?"

Interviewer.ai's candidate scores and video responses are great, but they don't magically resolve arguments between hiring managers. ApproveThis adds accountability by:

• Requiring specific stakeholders to sign off before offers go out
• Documenting every approval/rejection reason automatically
• Escalating stalled decisions before candidates ghost you

Real-world win: A 400-person tech company reduced their time-to-hire by 11 days just by setting approval thresholds. If a candidate's AI score exceeds 85%, it auto-approves scheduling final interviews. Below that? Routes to hiring managers for manual review. No more bottleneck at the VP's inbox.

Use Cases That Don't Suck

We could list every possible workflow, but you'd zone out. Here's how actual teams use this integration:

1. Killing The "Perfect Candidate" Black Hole

The problem: Great candidates get stuck because one manager wants more "grit" while another cares about technical scores. Endless debate, zero process.

The fix: When Interviewer.ai generates candidate results (their AI assessment stuff), ApproveThis triggers:

• Auto-routes to department heads based on role requirements (eng managers get technical scores, culture committee gets personality fit)
• Sets 48-hour approval windows with automatic reminders
• Uses calculated fields to highlight mismatches (e.g., "Candidate scored 90% on Python but 40% on teamwork")

2. Job Postings That Don't Embarrass You

The problem: Marketing wants flashy job ads. Legal wants compliance-speak. The back-and-forth creates postings that satisfy nobody.

The fix: When a new job is created in Interviewer.ai, ApproveThis:

• Requires sequential approvals from department head, marketing, and legal
• Locks edits after each approval (no stealth rewrites)
• Archives all versions for audit trails

3. External Approvals Without the Headache

The problem: Contract recruiters or clients need input but you don't want them in your HR system.

Why it works: ApproveThis approvers don't need Interviewer.ai logins. Send them a branded portal link or let them approve via email. They see only what's relevant - candidate scorecards, interview clips, etc. - without full system access.

Setting This Up Without an IT Degree

If you can use online banking, you can connect these tools via Zapier. Here's the cheat sheet:

1. Trigger: Pick an Interviewer.ai event (new candidate, job posted, etc.)
2. Filter: Optional. Like "Only trigger for engineering roles"
3. Action: Create ApproveThis request with mapped data (candidate ID, scores, job details)
4. Bonus: Add ApproveThis' "if/then" logic. Example: "If technical score <70%, require CTO approval"

Pro tip: Use ApproveThis' calculated fields to auto-flag issues. Example: "If culture fit score is 20% below team average, highlight in red."

Why Your CFO Will Care

This isn't just about HR sanity. When you automate approval chains:

• Legal/compliance: Every job posting and offer letter has documented sign-offs
• Finance: Audit-ready trails for hiring budgets
• Execs: See real-time dashboards of hiring bottlenecks

Example: A healthcare company used approval thresholds to enforce diversity hiring goals. Requiring executive sign-off if candidate pools didn't meet benchmarks led to 34% more diverse hires in one quarter.

FAQ Without the Corporate Jargon

Q: What if approvers are on vacation?
A: ApproveThis auto-reassigns based on org charts. No more "John's out, figure it out yourselves."

Q: Can we approve via mobile?
A: Approve via email, Slack, or a mobile-friendly portal. No app install needed.

Q: What about existing tools?
A: ApproveThis plugs into your HRIS, Slack, MS Teams, etc. This isn't a rip-and-replace setup.

Cool Features You'll Actually Use

Beyond basic approvals, this combo lets you:

• Auto-archive rejected candidates with one click
• Generate reports showing approval delays per department
• Create custom SLAs (e.g., "All marketing hires approved within 72 hours")

Bottom Line

If your hiring process involves more email threads than actual interviews, it's time to let machines handle the bureaucracy. ApproveThis + Interviewer.ai won't make hiring fun (let's be realistic), but it'll eliminate the parts everyone hates.

Next steps:
- Register for ApproveThis (free 14-day trial)
- Book a 15-minute demo to see custom workflows

P.S. If you're still manually approving job reqs in 2024, we can't be friends. Just saying.