Get answers to everything you need to know about Jobma.
Jobma is an AI video interviewing and assessment platform that helps organizations screen and evaluate candidates using AI-powered video interviews, skills assessments, and automation.
Jobma is used by recruiters, hiring managers, staffing firms, enterprise hiring teams, and teams managing high-volume, global, or specialised hiring operations.
Unlike video conferencing tools like Zoom or Google Meet, Jobma is built specifically for hiring. It offers structured interviews, assessments, collaborative evaluation, automation, compliance controls, and integrations, beyond live video meetings.
Yes, Jobma is designed for high-volume hiring, enabling teams to screen thousands of candidates efficiently through video interviews, assessments, and automated workflows.
Jobma supports enterprise hiring with scalable infrastructure, advanced integrations, security controls, compliance readiness, and collaborative hiring workflows.
Jobma helps organizations hire faster, fairer, and more consistently by combining structured video interviews, skill validation, automation, and enterprise-grade security, without replacing human decision-making.
Yes, Jobma supports global hiring with multi-language capabilities, remote access, and region-agnostic interview workflows.
Jobma supports one-way asynchronous video interviews, live video interviews, and autonomous AI interview formats designed for different stages of the hiring process.
Yes, Jobma supports one-way or pre-recorded interviews. This format allows candidates to record responses at their convenience while recruiters review them asynchronously.
Yes, absolutely! Recruiters can customize questions by role, department, or hiring stage, ensuring job-relevant and consistent evaluation.
Yes. Jobma offers an AI-led video interviewing format where candidates are guided through pre-determined questions, with intelligent follow-up questions generated based on their responses.
Recruiters remain in full control and can step in at any point to turn the interview into a live conversation if needed. This allows teams to scale interviews efficiently without losing the human touch.
Jobma reduces time-to-hire by automating early-stage screening, eliminating scheduling delays, and enabling faster, asynchronous interview reviews.
Yes. Jobma is built for collaborative hiring, allowing recruiters, hiring managers, and interviewers to review candidate responses, share feedback, and align on decisions within a single platform.
This ensures consistency and transparency across the hiring process, especially for multi-stakeholder and enterprise hiring teams.
Jobma enables hiring teams to assess a wide range of job-relevant skills, including communication, language proficiency, role-based competencies, technical skills, cognitive abilities, and task-specific capabilities.
Yes, Jobma allows assessments to be tailored to specific roles, industries, and hiring needs. Recruiters can align questions and evaluation criteria with job requirements, ensuring candidates are assessed on the skills that actually matter for success in the role, not generic benchmarks.
Jobma offers coding assessments designed to evaluate programming proficiency and problem-solving skills for developers, engineers, and technical roles. Recruiters can assess candidates on coding ability early in the hiring process, helping filter qualified talent before live technical interviews.
Jobma offers language proficiency assessments that help recruiters evaluate spoken communication skills, clarity, and fluency. This is especially valuable for customer-facing, global, and multilingual roles where effective communication directly impacts performance and client experience.
Jobma supports interactive assessment formats that increase candidate engagement while evaluating skills beyond what resumes reveal. These assessments help measure cognitive ability, problem-solving, and situational judgment more dynamically and engagingly, especially useful for high-volume and early-stage screening.
Recruiters can seamlessly combine video interviews and assessments into a single, structured workflow. This allows hiring teams to evaluate communication, skills, and job readiness together, reducing back-and-forth, speeding up screening, and maintaining consistency across candidates.
Jobma uses structured questions, standardized criteria, and role-based assessments to promote consistency across candidates.
Jobma promotes consistency through structured interview questions, standardized assessment criteria, and role-based evaluation frameworks.
Every candidate is assessed against the same requirements, helping hiring teams make more objective, comparable, and defensible decisions.
Jobma automates early-stage screening by structuring interview workflows, assessments, scheduling, and more into a single, organized process.
Recruiters can predefine questions, set evaluation criteria, and invite candidates at scale, reducing manual coordination while maintaining consistency across every applicant.
Jobma standardizes interviews and assessments so every candidate is evaluated using the same questions, formats, and scoring framework.
This structured approach helps hiring teams compare candidates fairly, collaborate more effectively, and reduce variability caused by unstructured or ad-hoc evaluation.
Jobma is designed to improve efficiency and structure, not replace human judgment. While the platform assists with screening, management and provides AI-driven insights, the recruiters and hiring managers remain in full control, reviewing responses, interpreting results, and making final hiring decisions.
Jobma connects with ATS platforms, background verification systems, VMS platforms, and other HR tools. It fits smoothly into the modern hiring ecosystem without disrupting existing workflows.
Jobma integrates with a wide range of Applicant Tracking Systems and HR platforms, such as Greenhouse, Workday, Oracle, iCIMS, and more. These integrations allow interview data, candidate profiles, and hiring status to stay synchronized without manual effort. Additional integrations can be supported based on requirements.
Yes, Jobma is built to work alongside your current ATS, VMS, and other HR systems. This allows hiring teams to continue using familiar tools while adding structured video interviewing and assessment to the process.
Yes, Jobma supports enterprise-grade workflows, including role-based access, permissions, approvals, and data synchronization across teams and locations. This makes it suitable for large, distributed hiring teams with complex hiring processes.
Yes, candidate interview recordings, evaluation notes, and related data can be linked and accessed from your ATS, ensuring all hiring information remains centralized and accessible within your primary system of record.
Yes. Employers can create job postings through Jobma by going to Setup Interview and selecting Post a Job. Jobs can be published, shared on social channels, and distributed to supported job boards through integrations.
Jobma supports job posting and distribution as part of the interview workflow, but does not operate as a job board.
Jobma is designed to reduce stress and give candidates more control over the interview process. Candidates can complete interviews on their own schedule, use practice questions to get comfortable, and access the platform in multiple languages.
With a simple, guided interface and support for mobile apps, Jobma makes interviews feel more approachable and fair.
Candidates can complete interviews directly through a web browser on desktop or mobile devices. If they prefer, they also have the option to download Jobma’s mobile apps, available on both iOS and Android.
Yes. Jobma provides practice questions so candidates can test their setup and understand the interview format before starting. Employers can also enable retakes and control how many attempts candidates are allowed.
Yes. Jobma supports both browser-based and mobile app interviews, allowing candidates to participate anytime, anywhere. The platform works seamlessly across desktops, tablets, and smartphones, including dedicated apps for iOS and Android.
Jobma is built with accessibility in mind and supports assistive technologies such as screen readers, text-to-speech tools, and adaptive input devices.
The platform aligns with ADA requirements and allows employers to provide reasonable accommodations so candidates can participate comfortably and fairly.
Jobma is built with security and compliance at its core. The platform follows strict data protection practices and operates in alignment with applicable global privacy, hiring, and AI regulations.
Jobma regularly undergoes audits and assessments to ensure employer and candidate data is handled securely, responsibly, and transparently.
Candidate consent is built directly into the interview process. When AI-assisted features are enabled, candidates are informed and must provide explicit consent before proceeding.
Employers retain control over how long interview data is stored, who can access it, and when it should be deleted, in line with internal policies and regional compliance requirements.
Yes, Jobma is SOC 2 Type II compliant, demonstrating that its security controls meet rigorous standards for data security, availability, confidentiality, processing integrity, and privacy over an extended audit period.
Yes, Jobma is ISO/IEC 27001 certified, which confirms that the platform operates with a robust Information Security Management System (ISMS) designed to protect sensitive employer and candidate data across people, processes, and technology.
Yes, Jobma complies with GDPR, EEOC, CCPA, and other applicable hiring and data protection regulations. The platform supports lawful data processing, fair hiring practices, and transparency throughout the recruitment lifecycle.
No, Jobma does not let AI make automated hiring decisions. Any AI-assisted features are designed to make recommendations and support evaluation, while final hiring decisions are always made by recruiters and hiring teams.
Yes, AI-enabled features are opt-in and controlled by employers. By default, AI scoring and analysis are turned off and must be manually enabled, giving hiring teams full control over how technology is used in the hiring process.
Jobma promotes fair hiring through structured interviews, standardized assessments, and job-relevant evaluation criteria. The platform avoids automated decision-making and aligns with EEOC and emerging AI fairness regulations, helping reduce bias in early-stage screening.
Yes, Jobma is designed to support accessibility requirements under the Americans with Disabilities Act (ADA). The platform works with assistive technologies such as screen readers, text-to-speech tools, adaptive keyboards, and screen magnifiers, and supports reasonable accommodations when needed.
Jobma complies with regulations such as New York City’s Automated Employment Decision Tools (AEDT) law and the Illinois Artificial Intelligence Video Interview Act (AIVIA). Candidates are informed when AI may be used, consent is required before interviews begin, and candidates can request data deletion at any time.
Candidates can request deletion of their interview data at any time by contacting Jobma’s privacy team- privacy@jobma.com. Employers are notified when such requests are made, and data is handled in accordance with applicable regulations and organizational policies.
Jobma offers custom pricing based on an organization’s hiring needs, team size, and usage requirements. Pricing may vary based on features, interview volume, integrations, and assessment requirements. Companies can request a custom quote here.
Jobma provides human-powered support via live chat, phone, and email for both employers and candidates. In addition, customers receive personalized onboarding sessions to ensure teams are set up quickly and confidently. Higher-tier plans include a dedicated customer success manager.
Ongoing support is available throughout the hiring process to address technical questions, platform usage, and candidate assistance.