Features
The first round of hiring, done for you.
Screening, AI interviews, invitations the moment someone applies, scorecards, an assistant that gets the work done, one store or many, connected by API or run from the panel. Everything Cenivoz does for your dealership.
01 · Applicant screening
Every applicant screened, the moment they apply.
However applicants reach you, Cenivoz reads each resume against the job's requirements and scores the match, with the reasons, before anyone on your team has opened it.
- Every resume read and scored 0-100 against the job, with the reasoning
- Cover letters read too
- Your screening questions per job: open questions, and yes/no questions with the answer you want
- Applicants from your ATS, careers page and job boards, or added by hand
- Scores inform, they never block: your team can still interview anyone
02 · AI interviews
A real interview for every applicant, by phone or web.
A structured, role-specific interview of about 15 minutes: a friendly opening, their experience, the technical and customer questions your managers would ask, a realistic scenario, and time for their own questions.
- A phone call to any phone, or a link that opens in any browser: the applicant chooses
- Ready-made interview playbooks for the roles dealerships hire most, with follow-ups from their own resume
- Your must-ask questions, word for word
- In English or Spanish
- Your interviewer's name and voice, and your dealership's details
- Never discusses pay, never promises an outcome, never asks about protected characteristics
- Optional video on web interviews
03 · Invited the moment they apply
From application to scorecard in about half an hour.
An example: a technician applies on a Saturday night, long after your service department has closed.
-
9:02 PM
They apply
On your careers page, a job board or through your ATS.
-
9:03 PM
Screened and invited
The resume is read and scored against the job, and the interview invitation is on its way.
-
9:15 PM
The interview starts
They pick the next open time and take the interview by phone or on the web.
-
9:31 PM
Scorecard ready
Scores, a recommendation, the transcript and the recording, waiting for your service manager.
An example. Applicants choose their own time, day or night, from slots every 15 minutes; a typical interview takes about 15 minutes.
04 · Scorecards
A scorecard on your manager's desk, not a pile of resumes.
The moment the interview ends, your managers get everything they need to decide who to meet.
- Scored 0-100 on communication, technical skill, problem solving, confidence and behavior, plus an overall score
- A Strong Hire to No Hire recommendation, with the strengths and gaps behind it
- The answers to your screening questions, side by side
- The full transcript, synced with the recording
- Scored only on what the applicant said; every decision stays with your team
Recommendation: Strong Hire
- Communication85
- Technical skill90
- Problem solving90
- Confidence80
- Behavior85
A sample scorecard. Real scores come from each applicant's own answers.
05 · Hiring assistant
An assistant that gets the work done. Just ask.
Type or say what you need. The assistant answers from your own applicants and interviews, and drafts the changes for you: nothing happens until you press Confirm.
- "How many technicians applied this week, and who scored above 80?"
- "Send interview links to everyone new for the service advisor job."
- "Create a diesel technician job with our usual screening questions."
- "Move Jordan's interview to Thursday at 4."
Answers in seconds
Reports, counts and searches across your applicants, jobs and interviews, as tables you can act on.
Gets things done
Creates and edits jobs and screening questions, adds applicants, sends interview links, schedules and reschedules, updates statuses and notes in bulk.
06 · Single and multi-location
One rooftop or a whole dealer group. The same first round.
Every store gets its own workspace and interviewer. Group executives see all of their stores from one login.
Single-point dealerships
One workspace for your store: jobs, applicants, the interview calendar and every scorecard. Your managers stay on the floor.
- Set up with you in days
- No ATS needed: run it all from the panel
- Your interviewer's name and voice
Dealer groups
A workspace per rooftop, with its own managers, jobs and interviewer, and executives who see and switch between every store.
- The same structured interview at every store
- Executives switch stores without signing out
- Connect your group's ATS with keys per store
07 · API or panel
Connect it by API, or work straight from the panel.
Keep the ATS, careers page or DMS your team already uses: Cenivoz takes applicants in through a REST API and sends the results back by webhook. No ATS? Do everything in the Cenivoz panel.
Connect by API
Send applicants and resumes in, schedule interviews, and receive scores and transcripts automatically. Sandbox and production keys, signed webhooks.
Or use the panel
A complete hiring workspace: add applicants or upload resumes, jobs, the interview calendar, scorecards, notes and a dashboard.
POST https://your-ats.example.com/webhooks/cenivoz
Cenivoz-Signature: t=1790000000,v1=5257a869...
{
"type": "interview.completed",
"environment": "production",
"data": {
"result": {
"applicantId": "cand_8f3b1c...",
"status": "completed",
"scores": { "overall": 85, "technical": 90, ... },
"recommendation": "Strong Hire",
"strengths": ["Clear diagnostic process", ...]
}
}
}08 · Time saved
How many manager hours does the first round cost you?
Reading resumes, leaving voicemails and first calls that go nowhere add up. Cenivoz does that work. Move the sliders to your numbers.
First-round screening time, every year
hours
That's about working days@if ($full), or hours a month@endif.
What that time costs you
$ a year
This is roughly the time your managers get back, before counting the good applicants who no longer take another offer while waiting for a call.
Get the time backAn estimate from the numbers you enter, not a quote or a guarantee.
The web interview on a phone: pick a time, then talk. Real screens, no app.
For your applicants
An interview that fits around their shift.
Most applicants already have a job at another store. They take the web interview from the phone in their pocket after work, or have us call them. No day off, no laptop, no app.
- They choose the time: any hour, 24/7, weekends included.
- The web interview opens in the phone's browser; or we call them at the time they booked.
- In English or Spanish.
- Branded with your dealership's name and logo.
- About 15 minutes, and they can ask their own questions about the job.
- Need another time? They just say so, and it's rescheduled.
Everything included
The full list.
Every building block, from the first resume to the decision.
Screen
- Resume screening Every resume is read and scored 0-100 against the job's requirements, with the reasons, the moment it arrives.
- Cover letters Upload or paste a cover letter and the interviewer reads it too.
- Your questions, word for word Screening questionnaires per job: open questions and yes/no questions with the answer you want.
Interview
- Phone or web, 24/7 Candidates interview when it suits them, including evenings and weekends, from a phone call or any browser.
- English or Spanish Interviews in English or Spanish, so more of your applicants can interview in the language they're most comfortable in.
- Role-specific interviews Playbooks for 28 dealership roles, with follow-up questions based on each candidate's own resume.
- Your interviewer Choose its name and voice, and your company details, so candidates can ask about the job and get real answers.
- Instant invitations and self-scheduling Applicants are invited the moment their resume is processed, book their own time at any hour and get reminders; phone interviews are called at the booked time.
- Reschedule by voice A candidate who needs another time just says so, and the interviewer books it with them.
- Optional video Record web interviews on video when you want to see the candidate too.
Decide
- Scorecard and recommendation Communication, technical skill, problem solving, confidence and behavior, an overall score, strengths and gaps, and a Strong Hire to No Hire recommendation.
- Transcript and recording Read or listen to the whole interview, with the recording synced to the transcript.
- Hiring workspace Applicants, jobs, a calendar of interviews, notes and a dashboard for your pipeline.
- Hiring assistant Type or talk to it: reports and searches across your applicants and interviews, and jobs, interview links, schedules and bulk updates drafted for you to confirm.
- Single and multi-location One workspace per rooftop, and executives who see and switch between all of their stores.
- Audit log and data controls Every change is recorded; export or erase an applicant's data at any time.
- API and webhooks Send applicants from your ATS, careers page or DMS through a REST API and receive results by signed webhooks, with sandbox and production keys.
See it interview, live.
A 20-minute demo: we run a live interview and show you the scorecard your service or sales manager would get.
Car dealerships in the US & Canada · Works with your ATS, or on its own · Start with a 30-day pilot
