lizzyAI - AI Interviews made human

Hello from the lizzyAI team,

We’ve been busy at lizzyAI, and we wanted to share a quick update on what’s new across our product and platform. Over the past weeks, we’ve shipped several important improvements focused on scale, compliance, and fair hiring.

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Here’s what’s new:

1. Fraud Detection

Candidate fraud is rising, with studies showing up to 25% of candidates misrepresenting skills or experience. lizzyAI detects suspicious or manipulated interview behavior, so every interview reflects real talent - not shortcuts.
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2. 17 New ATS Integrations

Hiring teams rely on complex ATS ecosystems, and friction slows adoption. lizzyAI now integrates with 17 additional ATS platforms, making it easy to roll out across existing workflows with minimal setup. Including Lever, Greenhouse, Workday, SuccessFactors, Smart Recruiters, Bullhorn and more.
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3. 32 New Job-Level Languages

Top talent is everywhere, but inconsistent language support limits reach. lizzyAI now supports 32 additional job-level languages, enabling fair, consistent hiring across regions and roles.
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4. AI Bias-Free Audit

AI accountability matters more than ever. lizzyAI has successfully completed an independent AI bias-free audit, reinforcing our commitment to fair, responsible hiring decisions.
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5. EU AI Act Alignment

New AI regulations are raising the bar for compliance in hiring. lizzyAI now aligns with the latest EU AI Act requirements, helping organizations stay compliant and future-ready.
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6. New Scorecards

Unstructured feedback leads to inconsistent outcomes. lizzyAI’s enhanced scorecards deliver clearer, more actionable insights, helping teams make confident, transparent decisions - faster.
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7. Deep Assessment Mode & importance of each question

Deep Assessment Mode enables longer, more structured interviews with deeper follow-up questions and weighted question importance, making it ideal for senior, technical, or high-impact roles where depth and prioritization matter.
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8. CI & Communication Settings

With CI & Compliance Settings, you can personalize lizzyAI’s appearance and design to fully match your brand identity, ensuring a consistent and professional candidate experience.
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What’s coming next:

• Improved scientific interview intelligence
‍Lizzy will further strengthen its interviewing and scoring models using validated behavioral science and real-world outcome data, ensuring assessments remain predictive, consistent, and empirically grounded.

• Improved outcome feedback loops
‍Lizzy will increasingly incorporate post-hire outcomes and recruiter decisions to refine interview depth, signal weighting, and overall assessment accuracy over time.
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• Contextual memory across the interview
‍Lizzy will remember earlier answers and intentionally reference them later, enabling deeper, more coherent conversations instead of isolated Q&A blocks.
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• Enhanced human-like conversation flow
‍Lizzy will further refine its natural, conversational interview style by dynamically adjusting follow-up depth, pacing, and tone. Subtle conversational cues - pauses, acknowledgements, and emotional signaling — will make interviews feel even more human and engaging.
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• Phone call interviews
‍In addition to browser-based interviews, candidates will be able to complete interviews via phone calls, increasing accessibility and flexibility across different candidate groups.
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• SMS and WhatsApp reminders
‍Automated reminders via SMS and WhatsApp help increase interview completion rates by reaching candidates through their preferred communication channels.
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• Self-application process from a single link
‍Candidates can complete the entire application and interview process through one single link, reducing friction and improving the candidate experience.
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• SSO (Single Sign-On)
‍Single Sign-On enables secure and convenient access for recruiters by integrating lizzyAI with existing identity providers, reducing password management overhead.
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Customer Spotlight: Engel & Völkers  - read the case study.

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Why it matters:

With Lizzy, you’re not just automating interviews. You’re transforming Talent Acquisition into a function that is:

• Faster - cut time-to-hire from weeks to days
• Smarter - rely on evidence instead of gut feeling
• Fairer - every candidate gets the same consistent experience
• Stronger - show your board and hiring managers data they can trust

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Excited to hear your feedback,

Yannis Niebelschuetz, Founder & CEO

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