A hiring drive brings many candidates through the same hiring process in a short time. You need enough suitable applicants, clear invites and a first round that tests the job. Then your panel needs time to meet the shortlist and make decisions.
AI interviews let candidates take that first round at the same time. These six steps cover the full drive, from planning your candidate pool to making offers and following up before joining day.
Step 1: Plan How Many Candidates You Need
Start with the open roles. For a first estimate, plan for one offer for every ten candidates. If you have 500 open roles, start with a pool of 5,000 candidates.
Use results from similar drives to adjust that estimate. Some people will miss the interview, decline an offer or drop out before joining. Keep a reserve list and agree how to fill any gaps within your approved headcount.
Set the role, location, pay range and joining date before you invite people. A large list helps only if the candidates meet those needs.
Step 2: Send Invites Candidates Will Respond To
Use the candidate's name and the role they applied for. Give them the date, location, interview format and a clear way to confirm. Tell them what to bring and who to contact for help.
Use more than one channel, such as email and WhatsApp, so a missed email does not mean a missed drive. Send reminders to candidates who still need to respond or attend.
Fabric supports bulk candidate uploads and email and WhatsApp messages. Recruiters can check delivery and reminder history in the candidate record. The Fabric documentation explains how to set this up.
Step 3: Build an Interview That Fits the Role
Agree with the hiring manager what a candidate must show in the first round. Choose tasks that match the work and the level of experience you need.
Software Developers
Ask candidates to write and run code, explain their approach and handle a follow-up about an error or edge case.
Sales Roles
Use a prospect conversation. Ask candidates to explain the offer, respond to an objection and agree on a next step.
Operations Roles
Give candidates a process problem, such as a missing document. Ask what they would check and how they would resolve it.
Fabric's AI interviews use the job description to shape questions and follow-ups. Candidates can write and run code, take part in a sales roleplay or work through a business problem.
Try the interview before the drive. Check that the questions are clear and the tasks are relevant. Use the same scoring criteria for everyone applying to the same role.
Step 4: Run AI Interviews in Parallel
If 100 people arrive at 10 a.m., your setup needs to support 100 active interviews. Confirm the number of simultaneous sessions with your provider before the drive.
Test the office internet, devices and headsets with several interviews running together. Give the team a clear check-in process and assign someone to help candidates start or resume their session.
Candidates can use Fabric on their phone or computer. Provide computers for coding tasks and other work that needs a keyboard. Choose a quiet space so candidates can hear the interviewer.
Fabric works on slow internet connections and lets candidates resume after an interruption. Help them finish before reviewing their results.
Step 5: Check for Cheating Before Shortlisting
Review the interview answers alongside any cheating flags. Fabric flags signs of outside help, including AI interview copilots, phones and second screens, for the recruiting team to check.
Look at the recording and transcript to understand what happened. If something is unclear, ask the candidate to explain the answer or repeat a task. Give them a way to raise a technical issue.
Carry any unresolved concerns into the panel interview. The panel can check identity and ask follow-up questions about the candidate's first-round work before making a decision.
Step 6: Run Panel Interviews and Close Offers
Reserve panel slots before the drive. Share the shortlist, interview reports and questions that need a closer look with each interviewer.
Use the panel's time to go deeper. If a developer wrote working code but struggled to explain a design choice, ask about that choice. Review project fit, experience and the skills that need more discussion.
Record decisions, send approved offers and confirm joining dates. Keep candidates informed about documents, next steps and who can help. Track offers, acceptances and actual joiners separately so you can follow up on gaps.
Hiring Drive Checklist
Keep the Drive Moving From Invite to Offer
A clear sequence helps candidates and recruiters know what happens next. Plan the candidate pool, send useful invites and use a role-specific AI first round. Review the evidence, then bring the shortlist to a prepared panel. After the drive, check where candidates dropped out and use that information to improve the next one.
Plan Your Next Hiring Drive With Fabric
Bring your roles, candidate numbers and drive dates. See the interview and the report your hiring panel will review.
Frequently Asked Questions
How Many Candidates Do I Need for 500 Open Roles?
Start with 5,000 candidates if you plan for one offer per ten candidates. Adjust the pool using your past interview, offer and joining results.
Can 100 Candidates Take AI Interviews at the Same Time?
Plan for 100 concurrent sessions and confirm that capacity with your provider. Test the shared internet connection, devices and interview format before the drive.
Can the First Round Include Technical Tasks?
Yes. Fabric supports live coding, code execution and follow-up questions. Review the task with the hiring manager so it matches the role and experience level.
Can Candidates Take Part Without a Laptop?
Candidates can use their phone or computer for Fabric interviews. Arrange a computer for coding or other tasks that need substantial typing, and explain this in the invite.
Who Makes the Final Hiring Decision?
Your hiring team does. Recruiters review the AI interview evidence and cheating flags, and the panel makes the final decision after meeting shortlisted candidates.