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300 candidates?
Brondem shows
where to start

Candidates complete a short Telegram interview, while HR gets the metrics they need, a clear breakdown of answers, and an AI interview analysis.

Telegram interview Core communication step
Clear analysis Risk signals, breakdown, conclusion
Answer benchmark Analysis against recruiter-defined criteria
View metrics

Free start  ·  No bank card  ·  AI reports for initial screening

Ranking ready after interview
Risk signals for HR review
FD
Candidate #312
Frontend Developer · React · Telegram interview
demo
82
out of 100 · overall score
Invite
Accuracy
metric 86
Substance
metric 78
Completeness
metric 72
answers on topic risk signals reviewed HR review needed
16% Dishonesty
12% Risk signal
AI summary
The candidate answers React questions confidently and explains decisions with practical examples. Recommendation: invite to a technical interview and manually review any unclear answers.
Telegram interview via a link AI reports for completed sessions Rating 0–100 for candidate comparison Dishonesty and Risk signal as separate review indicators Control in the HR dashboard Telegram interview via a link AI reports for completed sessions Rating 0–100 for candidate comparison Dishonesty and Risk signal as separate review indicators Control in the HR dashboard
Comparison

Why not just manual review or Google Forms?

When there are many candidates, the problem is not only collecting answers. Manual screening multiplies the same actions, while forms collect text but leave the review to HR. Brondem turns the first step into one structured process.

Manual review Each candidate separately
The answers exist, the routine remains
  • Message the candidate
  • Ask question 1
  • Check the answer
  • Ask question 2
  • Record the answers
  • Match against criteria
  • Compare manually
  • Repeat for the next one
Forms / questionnaires The answers exist, the routine remains
Candidate questionnaire

A form collects answers, but it does not show who is stronger. The recruiter still has to read similar questionnaires, compare criteria, and find the best candidates manually.

  • 01Read the answer
  • 02Match it against vacancy requirements
  • 03Compare with other questionnaires
  • 04Find strong candidates among dozens of answers
Brondem structures this into an AI report

One clear process instead of routine

01 Create an interview
02 Send a link to the Telegram bot / Mini App
03 Candidates complete the interview
04 Brondem generates AI reports
05 HR analyses the strongest candidates by ready scores

Brondem handles the first screening step: it runs Telegram interviews, structures answers, generates an AI report and ranking, so HR can quickly see the strongest candidates and the risks worth reviewing.

View metrics
Use cases

Where Brondem helps HR teams

Five practical scenarios where Brondem reduces manual work at the first screening stage.

Initial candidate screening
Brondem quickly collects answers, evaluates them against the criteria you set, and helps you understand who is worth continuing the conversation with.

View features

High-volume screening for one vacancy
When dozens or hundreds of candidates apply, Brondem helps you see the strongest answers immediately instead of reading questionnaires chaotically.

How to read the rating

Asynchronous interview without calls
Candidates complete a short interview at a convenient time, while HR reviews a ready result later without scheduling calls or repeating messages.

How Telegram interview works

Candidate comparison by shared criteria
Candidates answer in one format, making it easier for recruiters to compare people against the same criteria instead of keeping every conclusion in notes.

Open features

Light candidate base for small business
Interviews, candidates, statuses, notes, reports, and exports stay in one workspace without a complex corporate ATS.

Compare Brondem plans

Result for HR

Candidate ranking without manually reviewing every questionnaire

In the workspace, HR can see who answers best, where the weak points are, and which questionnaires deserve closer review. The rating helps organize the candidate flow faster, while risk signals show where manual review is needed.

FD
Candidate #312
Frontend Developer · strong React answers
82
/100
Invite
16% · 12%
DA
Candidate #118
Data Analyst · logical and structured answers
74
/100
Invite
26% · 18%
PM
Candidate #074
Product Manager · answer needs clarification
52
/100
Consider
49% · 34%
SM
Candidate #049
Sales Manager · high risk of vague answers
28
/100
Reject
79% · 72%
The rating sorts the pipeline, but HR can open answers and adjust the review status manually.

Run the first candidate screening without manual browsing

Launch a test interview
Test the workflow with a small candidate group: link, Telegram interview, answers, and final ranking.
Discuss a plan
If you need a custom limit, an HR team setup, integrations, or individual terms, write to us.
Contact us