The science behind

By creating one interview framework out of several approaches, Tengai got a better way to assess candidates’ future work performance and a higher predictive validity. The AI is focused on collecting information about personality and competencies. So recruiters can spend more time finding information about the candidates' experiences and drive.

Below we explain how the final scoring, the Potential Index, is based on scores generated based on both personality and behavior. 

Qualification Score
Potential Index
Close Open Qualification Score

Automatic qualification score

A scoring that is delivered automatically by Tengai and reflects the candidates' answers to typical screening questions. The screening is tailored by the user and can be divided into:

  • Social confidence
  • Diligence
  • Assertiveness
  • Goal orientation 
  • Activity level
  • Task confidence
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Close Open Personality

Automatic personality score

A predictive scoring that is delivered automatically by Tengai and reflects the candidates' personality and level of:

  • Social confidence
  • Diligence
  • Assertiveness
  • Goal orientation 
  • Activity level
  • Task confidence
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Close Open Behavior

Manual behavior score

A descriptive scoring based on questions about past behavior. In this part of the assessment, recruiters can manually score soft skills and listen to interview audio where the candidate answers questions about:

  • Problem-solving
  • Independence 
  • Stress tolerance 
  • Collaboration
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Close Open Potential Index

Potential index 

The final score is a combination of personality and behavior scores and reflects the candidates' general work performance based on a 1 to 5 scale.

A shortlist with the highest-scoring candidates is always available for the recruiter to see. Each assessment is also sent directly to the candidates, to ensure that they agree with the way Tengai has interpreted their potential.

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Validated framework

When AI is used in the right way, it can complement our everyday work. But it can never substitute humans. Tengai exhibits both complex and autonomous behaviors. To ensure accurate candidate recommendations, psychometric experts tested our framework and validated that Tengai independently can screen and recommend job-seekers, without any human interference.  

"The validation study implies that Tengai accurately can assess personality traits correlated with work performance and be used to achieve a more unbiased recruitment process!"

Dr. Anders Sjöberg, Psychometrics Sweden AB

How is the Tengai interview?

80 %

of candidates think Tengai reduces the risk of discrimination

90 %

of candidates think Tengai enhances the hiring process

90 %

of candidates would like to be interviewed by Tengai again

Unbiased recruitment

Our AI ethics

We have several ethical principles that work to guide us as we develop our technology

Avatar for candidate assessment

The AI interview

How the avatar communicates with the candidates during the interview

The assessment scale

We refer to the model Big Five as it continues to be one of the most accepted personality theories. Unlike other trait theories, that sort individuals into binary categories, the Big Five model asserts that each personality trait represents a continuum. Therefore, Tengai always assesses candidates on a spectrum which contributes to a more complex final score.

Frequently Asked Questions

From recruiters 

How can Tengai ensure objective recommendations?

We developed Tengai's framework to be objective with the help of a diverse team with over 20 years of experience in unbiased recruitment. To ensure objective recommendations, Tengai conducts "blind interviews" and does not have any access to candidates' personal data before, during, or after the interview. Our AI never uses facial recognition software to remove any possible discrimination based on appearance.

Read more about our approach to unbiased recruitment >

How quickly can I start screening candidates?

As soon as you are ready! When Tengai is integrated in the process, you can start screening candidates after the first interview. Tengai makes sure to schedule the pre-screening interview with your applicants and delivers an exciting and fair candidate experience.

Do I need a course before using Tengai Recruiting Hub?

No, you do not need to take any course or have advanced training before using Tengai Recruiting Hub. Our platform is developed to be intuitive and suit all users, regardless of previous experience.

Here is a step-by-step of how it works >

Can Tengai understand different accents?

Yes! Tengai has support for understanding different accents and dialects so all candidates can have the same, fair experience. Our AI uses natural language understanding (NLU), which gives it the ability to understand and interpret human language as it is spoken and we constantly tweak our NLU to pick up nuances in language depending on the demographic.

Learn more about how Tengai can communicate, and understand the candidates >

From candidates

How do I prepare for an interview with Tengai?

There is nothing special you need to do before your interview with Tengai. All you need is a solid internet connection and a smartphone or computer! We do recommend that you come prepared with a couple of examples where you exceeded at work or school and find a quiet area to be successful.

Here is everything job seekers need to know before an interview with Tengai >

What languages can Tengai speak?

Tengai can speak English (with an American accent) and Swedish.

How long is the interview?

Tengai's interview takes around 20 minutes to complete and consists of 10 behavioral statements,  10 questions about personality, and some additional questions that are role specific. 

What happens after the interview?

Once the screening interview is completed, you will receive personalized feedback, so you know how the interpretation of your personality was made. You will be able to access your interview in the Tengai Talent Hub for one year and reuse your interview when applying for a new position.

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Create a better candidate experience 
Maintain the human touch with a human-like avatar that is interactive and delivers personalized feedback.
Make unbiased, data-driven decisions
Validated to psychometric experts to be accurate and contribute to a more unbiased recruitment process. 
Recruit like your team is 7x larger
Eliminate scheduling, send one invite to all your candidates, and spend time where it really matters. 

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