Hiring teams are under increasing pressure to move faster, identify qualified candidates, and make better hiring decisions. At the same time, the rise of AI-generated resumes, interview coaching tools, deepfakes, and proxy candidates is making it more difficult to accurately assess real-world capability during the hiring process.
In this demo, you'll see how CGS’s proprietary Cicero Interview helps organizations evaluate candidate skills before they reach hiring managers. Rather than relying solely on resumes, traditional screening questions, or subjective interview feedback, Cicero Interview uses AI-powered interviews, roleplay scenarios, structured assessments, and skills-based evaluations to measure a candidate's ability to perform in the role.
The platform ingests job descriptions, skills frameworks, and organizational requirements to create interviews tailored to each role. Candidates are assessed against consistent criteria using realistic, job-relevant scenarios, while adaptive follow-up questions help validate experience and evaluate critical thinking, communication, and decision-making skills. Identity verification, liveness detection, and fraud prevention safeguards help detect deepfakes, proxy candidates, and AI-assisted interview fraud. Hiring teams receive structured scorecards, interview recordings, rubric-based evaluations, and evidence-based insights that support faster, more confident hiring decisions.
Watch the demo or visit the Cicero Interview page to explore features, use cases, and implementation options.