Question 1

What is Recrutador?

Accepted Answer

Recrutador is a Hiring Intelligence Platform. It covers the full lifecycle, from role planning to live interview execution and the final memo. It replaces gut feeling with structured evidence, for any role and any company size.

Question 2

Is Recrutador an ATS?

Accepted Answer

No. ATSs like Gupy, Greenhouse and Lever manage the candidate pipeline. Recrutador integrates with them and adds the missing layer: structured evaluation of the interview itself.

Question 3

How does the semi-structured interview work?

Accepted Answer

Every interview for the same role starts from the same probe library, generated from the Role Blueprint. During the conversation, the HUD adapts probe depth in real time based on what the candidate actually says. Each interview is unique, but the measurement standard never changes. The result is comparable, defensible assessments.

Question 4

Does Recrutador record interview audio?

Accepted Answer

No. Audio is streamed to the transcription service and discarded immediately. Only the text transcript persists. This is an architectural commitment of the product, not a setting. Load-bearing for LGPD/GDPR compliance.

Question 5

Does it work for any role?

Accepted Answer

Yes. The engine is role-agnostic. The Role Blueprint dictates what matters for that specific role. Proven in production from CTO to long-haul truck driver, on the same system, with no role-specific code.

Question 6

How is it different from recording tools like Metaview or Otter?

Accepted Answer

Metaview, Otter and Fathom document what happened in the conversation. Recrutador shapes what happens. By analogy: they are dashcams, Recrutador is a GPS. The HUD acts during the interview, suggesting the right next question in real time.

Question 7

How is it different from assessments like Sólides or Predictive Index?

Accepted Answer

Assessment tools label the candidate before the interview (DISC, behavioral profile). Labels are not evidence that this specific person will perform in this specific role. Recrutador extracts demonstrated evidence from the interview. The two are complementary.

Question 8

What is the cost of a bad hire?

Accepted Answer

Classic estimates from the U.S. Department of Labor put the cost of a bad hire at a minimum of 30% of the role's annual salary. SHRM and follow-up studies push that figure to multiples of salary once you account for severance, lost team productivity, ramp time of the next hire and customer impact. For most small and mid-size businesses that translates to at least $10,000 / R$50,000 / £8,000 lost per bad hire. Avoiding that cost is exactly why structured interviews and evidence-based decision making exist.

Question 9

What is the difference between structured and unstructured interviews?

Accepted Answer

In an unstructured interview each candidate answers different questions, is evaluated against the interviewer's implicit criteria, and the outcome depends on impressions and memory. In a structured interview every candidate for the same role answers the same set of questions, is evaluated against the same criteria and rubrics, and decisions are based on recorded evidence. Organizational psychology research shows structured interviews have substantially higher predictive validity than unstructured ones. Recrutador implements the semi-structured model: the same starting point for every candidate, with depth that adapts in real time to what the person actually says.

Notes on evidence-based hiring.

How to Hire Without an HR Department: A Field Guide for U.S. Small Businesses

How to Run a Structured Interview: A Practical Step-by-Step Guide

Interview Scorecard Template: Free Download + How to Actually Use It

The Real Cost of a Bad Hire: A Worked Example for U.S. Small and Mid-Size Businesses