AI-drafted questions the moment an interview is booked, self-scheduling that fills your calendar, and one scorecard per candidate so the whole panel rates the same criteria.
Candidate self-scheduling
Share one link. Candidates pick a slot from your live availability and the Meet or Teams invite is created automatically.
AI interview questions
Questions written for the role and the person, grouped by theme and ready the moment the interview is booked.
Collaborative scorecards
Every interviewer rates the same criteria from 1 to 4, and Aster averages them into one clear team score.
Interview as a team
Add teammates to any interview and everyone gets the calendar invite and video link automatically.
When every panel covers the same ground and scores the same way, comparing candidates becomes a decision, not a debate.
Ask five interviewers to evaluate the same candidate and you'll often get five different impressions, not because the candidate changed, but because everyone asked something different and scored it against their own private bar. One interviewer digs into system design, another asks about conflict resolution, a third mostly just chats. By the time the hiring manager sits down to compare notes, there's no comparable data, just a handful of opinions dressed up as evidence. The candidate who happened to draw a tougher panel looks worse on paper than one who got an easy conversation, and nobody can point to why.
How it works
Candidate picks a time
Once a candidate is shortlisted, they get a self-scheduling link and choose a slot that works for them, no email back-and-forth. Aster creates the Google Meet or Microsoft Teams link automatically and adds it to the candidate's profile, so the interview is booked and reachable in one step.
Panel is added and invited
Add the interviewers for that round, from the hiring manager to a peer on the team, and Aster sends the invite and joining link automatically. No one gets left off because a calendar invite got missed in an email chain.
Questions are drafted for you
Before the interview, Aster drafts a set of questions tailored to the role and to what's already known about the candidate from their resume and match score, giving every interviewer a starting point instead of a blank page.
Scorecards roll into one score
Each interviewer fills in a 1-4 scorecard right after their conversation. Aster combines every scorecard into one team score on the candidate's profile, so the hiring decision is based on structured, comparable input instead of scattered memory.
In depth
The single biggest lever against no-shows isn't a better reminder, it's giving candidates control over the time in the first place. When someone picks their own slot instead of being assigned one by a recruiter guessing at availability, they show up. Aster's self-scheduling link lets the candidate choose from open times and instantly generates a Google Meet or Microsoft Teams link tied to that slot, so there's no separate step where a recruiter has to remember to send it.
Then, because a booked slot is worthless if the candidate forgets about it three days later, Aster follows up with WhatsApp Business reminders ahead of the interview. WhatsApp gets read where email gets buried, and that shows up directly in fewer no-shows and less time recruiters spend re-booking the same conversation twice. For a growing team running dozens of interviews a week, that's hours back, and a shortlist that stays on schedule instead of sliding by a week every time someone forgets.
The single biggest lever against no-shows isn't a better reminder, it's giving candidates control over the time in the first place. When someone picks their own slot instead of being assigned one by a recruiter guessing at availability, they show up. Aster's self-scheduling link lets the candidate choose from open times and instantly generates a Google Meet or Microsoft Teams link tied to that slot, so there's no separate step where a recruiter has to remember to send it.
Then, because a booked slot is worthless if the candidate forgets about it three days later, Aster follows up with WhatsApp Business reminders ahead of the interview. WhatsApp gets read where email gets buried, and that shows up directly in fewer no-shows and less time recruiters spend re-booking the same conversation twice. For a growing team running dozens of interviews a week, that's hours back, and a shortlist that stays on schedule instead of sliding by a week every time someone forgets.
In practice
A hiring manager comparing four finalists
Four candidates have made it to the final round for a single open role, each interviewed by a different mix of panelists. Instead of reading four sets of loosely structured notes, the hiring manager opens each candidate's profile and sees one team score built from every interviewer's 1-4 scorecard. Comparing finalists takes minutes, not a meeting spent reconciling conflicting impressions, and the reasoning behind each score is right there if a decision needs defending.
FAQ
No. Candidates get a scheduling link, pick an open slot, and receive a Google Meet or Microsoft Teams link automatically, both of which work from a browser without any extra software. There's no account to create and no app to download on the candidate's side. The recruiter doesn't have to do anything either once the link is sent, since the booking and the video link are generated automatically from that point. WhatsApp reminders go to whatever number is on file, so there's no extra step to opt into those either.
Aster drafts each question set using the role you're hiring for combined with what's already been parsed from that candidate's resume and their match score reasoning, so the questions target the specific experience and gaps worth exploring rather than reading like a generic template. Interviewers can still adjust or add their own questions before or during the conversation. The draft is meant to save the prep time of starting from a blank page, not to replace the interviewer's own judgment about what's worth asking.
The scorecard is a simple structured rating that each interviewer fills in right after their conversation, scored on a 1 to 4 scale rather than a long free-text form that people fill in inconsistently. As more interviewers submit their scorecards for the same candidate, Aster rolls those individual scores into one team score attached to the candidate's profile. What the scale measures against is set by your team, whether that's overall fit, a specific competency, or role-specific criteria, but the structure stays consistent across every interviewer and every candidate.
Yes. Add someone to the panel at any point and they get the invite along with the Meet or Teams link automatically, no separate email or calendar forward required. If a panelist needs to be swapped out close to the interview time, adding the replacement takes the same single step and they're looped in immediately with everything they need to join.
Reminders go out through WhatsApp Business using the contact details already on the candidate's profile, so there's no separate signup flow for candidates to complete. It's meant to reduce the friction that causes no-shows, since candidates tend to see and respond to a WhatsApp message faster than an email buried in a crowded inbox. Recruiters can pair this with email reminders as well, since both run off the same scheduled interview record.
Access is role-based, so who can see a scorecard depends on the permissions set up for your workspace, whether that's just the hiring manager, the full panel, or a wider team. Every scorecard submission and every view is part of the audit trail attached to the candidate's profile, so there's a clear record of who scored what and who has looked at it, which matters for both consistency and accountability in the hiring decision.
Interviewing is where hiring decisions actually get made, and it deserves the same structure you'd expect anywhere else in the process. Aster gives candidates control over their own schedule, gives interviewers a real starting point instead of a blank page, and gives hiring managers one team score built from consistent, comparable scorecards instead of scattered opinions. Panels assemble themselves the moment you add someone, reminders go out where candidates actually read them, and every question, score, and decision lives on the candidate's profile for as long as you need it. The team that interviews with structure ends up with a shortlist it can trust, and a candidate experience that doesn't lose good people to a slow, disorganized process.
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