We’re building Bright Apply – a faster, fairer way to screen candidates at scale
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Volume hiring is broken. We're fixing it
Volume hiring is harder than ever
- Application volumes are soaring
- Generic, Al-generated answers are everywhere
- Cheating and impersonation are on the rise
- Screening is manual, costly and not fit for purpose
Bright Apply tackles all of this, at scale.
Smart, scalable screening
Bright Apply tackles these challenges with:
Ethical AI, built in
Block misuse of AI or enable guided, transparent AI support - you're in control
Candidate verification
Confirm identity and ensure applications are genuine from the start
Screening at scale
Quickly and fairly screen high volumes of applications
Key features
Conversational & contextual
AI-enabled chat interface that digs deeper into context to explore a candidate’s real experience
Better than an application form
Probing dialogue can be converted into structured data for your ATS system
Flexible communication
Candidates can choose to interact via typing or voice. Recorded video response is also available
Configurable
Contextual questions can be configured to capture the information you need
Prevents auto application spam
Candidate verification and AI detection flag responses likely generated by tools like ChatGPT
Seamless integration
ATS integration to work with your existing tools
Transparency for candidates
Real-time interview notes allow candidates to keep track of their progress
Responds to questions
Performs natural questions and answers trained on your own FAQs
Helps to reduce bias
Built with input from occupational psychologists to ensure a fair, evidence-based approach to screening
Works seamlessly with your ATS
200+ integrations
Designed to make things easier for employers and candidates
- For employers
- Review more candidates more fairly, without more resource
- Integrates with your ATS - no new workflows needed
- Creates a transparent, auditable trail that can be easily reviewed and understood
- For candidates
- More personal and engaging than outdated application forms
- Encourages authentic responses in their own voice, rather than generic AI responses
- Rated 4.45/5 by candidates - strongly preferred over other video interview formats
What applicants are telling us
The future of hiring, now
AI is reshaping how candidates apply and traditional screening methods can't keep up.
Bright Apply gives you a smarter, fairer way to screen - one that's fast, ethical and built for scale.
Over 13,000 applications screened
We've proven Bright Apply works at scale - successfully processing over 13,000 applications for the Bright Network Internship Experience UK.
Bright Apply
A faster, fairer way to screen candidates at scale and transform hiring.
Whether you're just curious or ready to dive in, we'd love to hear from you.
Frequently Asked Questions
Check out frequently asked questions to get answers to anything you’re unsure on.
If your question isn’t covered, please drop us an email on brightapply@brightnetwork.co.uk
General
What roles is this platform suitable for?
The platform is highly configurable and therefore suitable for screening the vast majority of roles, especially where high applicant volumes are expected.
Are the questions configurable?
Yes. We can configure any set of questions based on your needs and will work with you to adapt Bright Apply to your specific requirements.
Does Bright Apply replace video interviewing?
Potentially, yes. Traditional video interviews often involve generic questions which can prompt generic, AI-assisted responses.
Bright Apply can be configured to require video/audio for some or all questions. These recordings give you a more authentic impression of the candidate. We see a world where one or two questions done in this way is sufficient to get a view of the ‘real’ candidate beyond their text responses.
We don’t use CVs in our application process. Is this still relevant?
Absolutely. While CVs provide useful context, Bright Apply can also work entirely with application form questions or ask contextual questions at the start of the interview. Follow-up questions then build on this input.
Our platform allows you to ask anything you’d normally cover in a traditional interview-whether it’s about experience, qualifications, or clarifying basic information.
Plus, candidates can ask their own questions, making it a two-way, engaging experience.
Do candidates need to be Bright Network members?
No. Bright Apply is separate from the Bright Network graduate platform.
Candidate Experience & Accessibility
How does the candidate question-asking feature work?
You can provide a block of content (e.g. your FAQ) that the AI uses to answer candidate questions.
These can be answered either during the interview (e.g., for clarifying a question) or in a separate, non-assessed section where candidates can freely ask questions.
It’s a key feature for creating an engaging candidate experience.
Why can candidates switch between voice and text input?
During development, candidates told us they value the option of switching. Voice is easier and less tiring for some, especially those with neurodivergence and many said that it allowed them to more naturally express themselves. Given that preferences vary and the choice is valued, we offer both modes for now, though we may streamline this as usage scales.
Does Bright Apply create too much friction for candidates?
No. We’re seeing a healthy completion rate of ~80% in the testing, suggesting that most candidates are happy to engage, and the 20% who drop off or self-select out are perhaps not serious applicants.
Is there a fixed interview length?
No – the number of questions, and approximate length of each question is configurable.
Screening and AI misuse
How does it reduce AI misuse?
We monitor a wide range of indicators that may suggest an overuse of AI. These signals are deliberately kept opaque to candidates, and our detection measures are continuously updated.
Our algorithm is trained on data from thousands of interviews, much like an antivirus tool. We provide a AI usage score- high scores should be reviewed carefully, but we don’t advise auto-rejecting candidates based on this alone.
We also set clear guidelines for candidates, and just communicating these reduces AI misuse significantly.
Is video mandatory for candidates?
If you, as a client, decide to enable it, then it can be made mandatory for candidates.
Video serves two purposes: it discourages cheating and gives you snippets of the candidates answering questions.
How do you guard against bias in AI screening?
We statistically test the screening algorithm to ensure there isn’t bias in the system. The AI has no access to personal identifying information.
Data, Identity and ATS Integration
Can it filter for eligibility and employment preferences?
Yes, Bright Apply can be configured to ask questions such as location preferences, salary expectations, Right to Work etc and then output the data in a rigid “ structure” to your ATS.
What are the outputs I will see as an employer?
- Transcript (optional to review)
- Scoring breakdown with justification
- Candidate employment preferences
- AI usage score