HR team
Hiring teams
Find relevant candidates faster and see a concise picture for every completed interview.
- less manual screening
- one structure for answers
- faster decision: continue or stop
Practical value: less manual screening
Initial candidate screening with less manual work
Brondem helps HR teams run the first interview in Telegram, collect candidate answers and receive a clear AI report: rating, brief overview, strengths and weaknesses, recommendation, and risk signals.
Interview
Frontend Developer
HR adds questions role, requirements, expected answers
Candidate completes a Telegram interview without complex registration or extra forms
AI prepares a report Rating, AI overview, recommendation, risk signals
82 Rating / 100
Recommendation: invite
Answers match the vacancy. Dishonesty and the Risk signal are low.
Telegram interview candidate answers via a link
AI report answer analysis in the interview context
Ranking candidates sorted by rating
HR control the decision is not handed to AI
Asynchronous interviews for the first screening step
When there are many applicants, questions repeat, and recruiters spend hours on first checks, Brondem takes the first step and keeps answers structured.
Agency
Recruiting agencies
Work with several interviews in parallel without losing answer structure or completion history.
- several interviews at once
- completion history
- candidate export for clients
Practical value: transfer a prepared candidate selection to the client.
Small business
Small businesses
Run first screening without a dedicated recruiter and invite only candidates who passed the basic check.
- no complex HR infrastructure
- quick start through Telegram
- focus on stronger candidates
Practical value: focus on stronger candidates
See Brondem in action
Candidates answer in a familiar messenger
Instead of a long form, the candidate receives a link, opens the Telegram bot, and completes a short first-stage interview. Questions appear one by one, and progress shows how much is left.
- The candidate starts from a link tied to a specific interview.
- The candidate does not need to use the HR workspace or create a separate profile.
- The bot saves answers and basic behavioral signals for each question.
- After completion, HR receives a structured candidate session.
Important: A Telegram interview does not replace a live interview. It helps collect first-stage information before an HR call.
Brondem Bot candidate interview
Question 2 of 7 Tell us what React tasks you worked on in your last project.
I built a registration form, access roles, a candidate table, and status filters.
Answer received. Moving to the next question.
HR sets criteria before the interview starts
In Brondem, an interview is more than a title. HR defines the role description, questions, and expected answers so AI evaluates the candidate in the context of a specific position.
- Each interview can have its own question set.
- Expected answers help the system understand what HR considers a strong answer.
- The interview link belongs to a specific interview and does not mix candidates between roles.
- Active interview and AI report limits depend on the selected plan; each interview can also set its own AI cap.
Practical value: the more clearly HR writes questions and expected answers, the more useful the AI report becomes.
Interview builder Middle QA Engineer
Question
How do you test a registration form before release?
Expected answer
The candidate should mention positive and negative scenarios, validation, boundary values, and error checks.
7 questions link ready
HR gets more than answers: a short analysis
After the interview ends, Brondem analyzes the candidate's answers in the vacancy context and prepares a report. Its purpose is to show who deserves a closer look and who may not move forward.
- Rating 0-100 shows the overall strength of answers for the vacancy.
- The AI overview briefly explains what the answers show about the candidate.
- Strengths and weaknesses highlight strong and weak areas.
- The invite / consider / reject recommendation helps prioritize review.
Limitation: the AI recommendation is guidance for HR, not an automatic hiring or rejection decision.
AI report @candidate_qa
Invite
78 Rating / 100
The candidate understands the basic QA process and describes test cases and form checks clearly. API and regression testing experience should be clarified.
Candidates in one clear list
HR sees candidates for an interview, their rating, recommendation, AI report status, and risk signals. This helps review the most relevant candidates first instead of reading every answer in order.
- Candidates can be sorted by rating and completion status.
- Dishonesty conservatively reflects stronger technical and behavioral signals.
- Risk signals highlight which answers are worth reviewing manually.
- HR can make a manual decision, leave a note, and hide a report when needed.
- The recruiter can make a decision, leave a note, and hide the report if needed.
Proper use: Dishonesty and the Risk signal help select answers for manual review but are not proof of a violation.
Candidates Frontend Developer
AK
@anya_k Rating 82 · Dishonesty 16%
invite IM
@igor_m Rating 61 · Dishonesty 28%
consider MB
@mary_b Rating 34 · Risk signal
review The list helps prioritize review but does not replace manual judgment.
From solo HR to teams and agencies
Brondem can support a simple start, regular hiring, or agency workflows. Available features depend on the plan: export, files, HR team, higher limits, and Enterprise terms.
Core capability
Expected answers
For each question, HR can describe what a strong answer should include. This makes evaluation less subjective and easier to explain.
Less subjectivity — clearer criteria.
Breakdown
Question-level detail
The recruiter can see not only the overall rating, but also how separate answers matched the criteria and what needs manual review.
Useful before a live interview or final decision.
Statistics
Statistical questions
Use non-scored questions to collect data about schedule, experience, expectations, or other vacancy-specific context.
See both individual candidates and the overall interview picture.
Choice
Candidate comparison
Compare candidates by rating, answers, status, completion time, and statistical responses when the flow is large.
When there are many candidates, decisions become easier.
Sources
Candidate sources
Want to see where a candidate came from? For one interview, create several links, and Brondem identifies the source without manual labels in spreadsheets. Telegram, website, job platform, and referrals can all be separated.
Telegram, website, job platform, referral — all can be separated.
Timing
Completion timing
Answer timing helps identify unusually fast or slow completion patterns that may deserve extra attention from HR.
Helps identify answers that are too fast or suspiciously long.
History
Work history
Candidate sessions, statuses, decisions, and notes remain available so the team can return to previous actions without losing context.
Nothing gets lost between the recruiter, team, and interviews.
Export
Data export
Export interview data in the formats available on your plan to share the list with a manager or client.
For reports, CRM, internal analytics, or sharing with a client.
Reminders
Reminders
A candidate may not finish the interview or the team may forget to return to the decision. Brondem helps keep important actions visible and return to them in time.
Fewer forgotten candidates and stalled interviews.
Team
Company verification
Company verification helps candidates trust an interview and gives the hiring team a more credible public presence.
Access, roles, and teamwork become easier to manage.
Guidance
Page guidance
Built-in guidance helps new users understand key pages faster without guessing how each part of the workspace works.
Fast, easy, and clear for every user!
Flexibility
Interview updates
If hiring requirements change, HR can update the questions and continue working with the interview. An interview can also be paused or completed when needed.
An interview does not get stuck — keep it moving as hiring changes.
Company data is isolated, and the decision stays with a person
Brondem is built for safe work with interviews, candidates, and interview results. The team sees only its own company data, bank cards are not stored in the service, and automatic scoring supports the recruiter but does not replace the final decision.
Company isolation interviews, candidates, answers, reports, and history belong only to their company.
Data within the company the team works with its own interviews and candidates without access to other workspaces.
Payments through a provider Brondem does not store bank cards and does not process payment data directly.
Final decision by recruiter scores, comparisons, and reports help with screening, but do not decide instead of a person.
Brondem covers the stage that most often takes manual time
Brondem is not trying to replace the whole HR system. Its job is to make first screening faster: shared questions, Telegram interview, Mini App, report, comparison, and the recruiter's final decision.
Basic option
Forms and spreadsheets
Good for collecting simple answers, but the team still reads questionnaires, compares candidates, searches for strong answers, and keeps notes separately.
- quick start
- manual answer review
- no unified candidate report
- hard to compare a large flow
Useful for a small one-time collection, but awkward when the number of candidates grows.
Large system
Classic hiring system
Powerful for a large team: stages, pipelines, integrations, analytics. For a small or medium first-screening flow, setup can be longer and heavier than needed.
- wide feature set
- requires process setup
- often excessive for first screening
- not always convenient for Telegram-first scenarios
Strong for complex hiring, but not always necessary before the first live conversation.
Brondem
Asynchronous first screening
Brondem focuses on what usually consumes time before the first call: ask the same questions, collect answers, evaluate them by criteria, and show HR a compact picture.
- Telegram interview and Mini App
- report and answer rating
- candidate comparison
- manual control of the final decision
It does not replace the recruiter. It removes routine before the first live conversation.
Common questions about Brondem features
A short explanation of first screening, what candidates see, how the rating is formed, and why the final decision stays with the recruiter.
Does Brondem replace a recruiter?
No. Brondem structures the first stage, collects answers, creates a report, and highlights strengths and weak spots. The recruiter or employer makes the final decision.
Does a candidate need a Brondem account?
No. A candidate follows a link in the Telegram bot or Mini App. A Brondem account is needed for the hiring team.
How is answer evaluation different from a form?
Forms collect text. Brondem adds structure: shared questions, expected answers, question-level detail, rating, history, and a recruiter-friendly report.
How does answer evaluation work?
Brondem compares the candidate answer with the question and expected answer, then shows the score, explanation, strengths, weaknesses, and signals that deserve manual review.
Do all test questions affect the score?
No. Evaluated questions affect the score; statistical questions are used for questionnaires, filters, and interview analytics.
Can candidates be compared?
Yes. Candidates can be compared by rating, answers, status, completion time, and statistical responses.
Can we see where a candidate came from?
Yes. Separate source links help track whether the candidate came from a site, channel, partner, or specific campaign.
Can candidate data be exported?
Yes. Available export formats depend on the plan and can include CSV, Excel, PDF, and JSON.
Which vacancies fit Brondem best?
Brondem works best where many candidates answer repeated questions: support, sales, operations, junior and middle roles, agencies, and small businesses.
Why is company verification needed?
Verification helps candidates trust the vacancy and gives the hiring team a more credible public presence.
Start
Try Brondem on one interview
Create a test interview, add a few questions, and complete the interview as a candidate. This is the easiest way to see the report HR will receive.