How Recrutio Generates Interview Questions No Recruiter Could Ask on Their Own

Do you work in a recruitment team that receives dozens or hundreds of candidates per role? Fair and accurate evaluation is possible — but not if interviews remain as superficial as they were 15 years ago.

Most recruitment platforms in Romania treat the “video interview” like a form with fixed questions: the candidate answers 5–6 generic questions one after another, then someone reviews the recordings (if they have time). It makes no difference whether the role is for a senior .NET developer or a medical assistant — the questions are the same for everyone.

The interview complements the CV evaluation — see how we build the evaluation matrix in the Recrutio methodology. The licence, with video interviews included, is determined following an assessment of the company's needs — details on the pricing page.

At Recrutio, we started from a simple question: why should a candidate with 8 years of experience in cloud infrastructure be asked the same questions as a junior?

That is how Ioana came about — Recrutio's dynamic AI video interview.

What “dynamic” actually means

Instead of a static list of questions, Ioana builds the interview in real time, drawing on three sources of information:

• The candidate's CV — experience, mentioned technologies, projects, certifications
• The job description (JD) completed by the recruiter — mandatory requirements, key technologies, seniority
• The recruiter's settings — total interview duration (15, 20, or 30 minutes) and mandatory questions they definitely want answered

From this combination, the AI does not merely read questions off a list — it generates them on the spot, tailored precisely to what the candidate wrote in their CV and what the job demands. If a candidate mentions in their CV that they worked with Kubernetes on a migration project, Ioana does not settle for “What is Kubernetes?” — she goes straight into their scenario: asking how they handled scaling in that specific project, what issues they encountered, and what they would do differently.

Why this matters for evaluation accuracy

A generalist recruiter — especially in an SME without a dedicated HR department — simply cannot possess technical expertise across every domain they hire for. Someone interviewing an accountant in the morning and a DevOps engineer in the afternoon cannot ask niche questions in both fields at the level of a specialist in that domain.

Ioana can. Because she does not improvise — she generates complex, domain-specific questions based on what the candidate specifically wrote in their CV, not from a generic question bank.

A few examples of the types of questions she can generate, depending on the field:

• IT / Software development: debugging scenarios based on the exact technologies listed in the CV, questions about architectural trade-offs in the mentioned projects, not merely “what languages do you know”
• Healthcare: verifying how the candidate applies a specific protocol mentioned in their experience, rather than just general theory
• Sales: reconstructing a real negotiation scenario described in the CV, with follow-up questions on the decisions made
• Accounting / Finance: compliance or reporting situations relevant to the industry in which the candidate worked, rather than textbook questions

Important: alongside dynamic questions, the recruiter can set mandatory questions — those they want guaranteed to be answered, regardless of the flow of the conversation. Ioana integrates them naturally into the discussion and follows up with questions generated on the spot, based on the candidate's response.

How it works technically

Without delving into architectural details, here are a few key points:

• The interview has a configurable overall duration, not a timer per question — the recruiter chooses 15, 20, or 30 minutes, and the AI manages the conversation's pace autonomously
• The persona is in Romanian, designed to sound natural, not like a translated chatbot
• The interview ends through a deterministic completion mechanism, ensuring the candidate receives a clear signal that they have finished, rather than speaking into a void
• Each interview is subsequently analysed and scored, with the results integrated into the same dashboard where the recruiter also sees the CV score

What this means for an SME without HR

An entrepreneur or line manager does not have the time to watch 20 video interviews of 30 minutes each, let alone know what in-depth technical questions to ask for a role they do not understand in detail.

With Recrutio, this process is automated: the AI asks the questions that a specialist in that field would ask, the candidate responds in an interview that genuinely tests what is written on their CV, and the recruiter receives a score and a structured evaluation at the end — not merely a video recording they have to watch in its entirety.

That is the difference between “putting a video camera in front of the candidate” and “building an evaluation process that replaces, at least in part, the work of a specialised technical recruiter”.

Recrutio is an ATS built specifically for small and medium-sized enterprises in Romania that do not have a dedicated HR department. Find out more at recrutio.ro.