Breaking Away from 'Experience and Intuition' in Recruitment: AI-Powered 'bq-Recruit' Product Launched on May 7th (Thursday) to Support Real-time Interview Assistance and Decision-Making
Scene Live Co., Ltd. launched 'bq-Recruit' on May 7th, a new AI-powered product that supports real-time interview assistance and decision-making. It aims to optimize recruitment operations, reduce mismatches, and strengthen candidate attraction by moving away from reliance on experience and intuition.
📋 Article Processing Timeline
- 📰 Published: May 7, 2026 at 19:30
- 🔍 Collected: May 7, 2026 at 11:01
- 🤖 AI Analyzed: May 7, 2026 at 11:11 (9 min after Collected)
Scene Live Co., Ltd. (Headquarters: Osaka, Osaka Prefecture; Representative Director and President: Ryosuke Isomura; hereinafter, Scene Live), a company engaged in the development and provision of call systems, released its new product 'bq-Recruit' on May 7th (Thursday). This product aims to optimize broader business communication by providing consistent support, from AI assistance during interviews to pre-interview preparation and post-interview review and evaluation. This will enhance the quality of dialogue during interviews, deepen candidate understanding, and optimize recruitment operations that previously relied on experience and intuition. It supports the reduction of mismatches and the strengthening of attraction (appealing to the company's charm).
Click here for details and a free trial
Background of 'bq Series' Development
All business decisions and promotions originate from human communication. However, this crucial area of communication often still relies on subjective judgments, such as experience and intuition.
As a result, there are issues such as variations in communication quality, decreased productivity, inconsistent decision-making, and delays in business growth.
Through its call system business, our company has previously engaged with communication, including the analysis of voice data. Based on this knowledge, we are now launching the 'bq series,' a new line of AI products designed to optimize business communication and enhance the 'business quotient (bq)' of individuals and organizations.
As the first installment, we have released 'bq-Recruit,' an AI product specifically designed for recruitment interviews and job seeker consultations.
What is 'bq-Recruit'?
It is a new product that provides consistent support for recruitment interviews and job seeker consultations, from pre-interview preparation to during the interview and post-interview evaluation. During the interview, it real-time analyzes candidate dialogue, detects points for deeper inquiry, missed questions, and candidate needs. It is a product that supports interviewer decision-making by presenting optimal actions on the spot through 'AI Live Assist.'
Furthermore, it consistently supports question design before the interview, report generation after the interview, and profiling by integrating multiple interviews. By feeding information obtained from each interview into the design of subsequent interviews, key points to be confirmed become progressively clearer, and candidate understanding, which tended to be fragmented among interviewers, is accumulated organizationally, leading to improved accuracy in recruitment decision-making.
By utilizing 'bq-Recruit,' companies can reduce mismatches, strengthen attraction, and promote HR strategies using accumulated data.
Features of 'bq-Recruit'
① AI Live Assist (Real-time support during interviews)
Question Assist
Real-time analysis of dialogue with candidates, presenting points for deeper inquiry and optimal questions. It also checks for missed pre-prepared questions. This enables dialogue that leads to a deeper understanding of candidates.
Attract Assist
Real-time analysis of candidate statements and context to visualize values, decision-making axes, and needs. By presenting attraction appeals tailored to candidate needs, it achieves optimal appeal for each individual.
Process Assist
Real-time aggregation and display of information necessary for dialogue, such as explanations of specialized terms, visualization of conversation topic ratios, and summaries of candidate information (resumes, work history, past conversations). This enables high-quality interviews and consultations even when there is limited time for preparation.
② AI automatic generation of pre-interview questions
Automatically generates interview questions through AI dialogue or item selection. In addition to suggesting questions based on candidate documents, past interview data, and report analysis, it also supports design according to the interview phase. This improves question quality and optimizes preparation time.
③ Automatic generation of reports/candidate profiles
Automatically generates summaries for each interview, candidate needs, attraction strategies, and points to confirm next. It also supports the generation of candidate profiles by integrating multiple interview reports, assisting in recruitment decisions based on multi-faceted information. Furthermore, it automatically generates feedback reports for interviewers, leading to continuous improvement in interview skills.
Main Use Cases and Application Image
① In-house recruitment
Suppresses variability in interview quality and raises the overall interview capability of the organization. By enhancing the resolution of candidate understanding, it improves assessment accuracy and reduces mismatches. Furthermore, it contributes to improving offer acceptance rates by realizing attraction tailored to candidate needs. In addition, by utilizing accumulated candidate profile data for HR strategy, it accelerates the PDCA cycle based on data, such as reviewing recruitment standards and identifying trends of successful hires. It achieves highly accurate recruitment and evolves recruitment activities into a starting point for HR strategy.
② Human resource agencies/career advisors
Click here for details and a free trial
Background of 'bq Series' Development
All business decisions and promotions originate from human communication. However, this crucial area of communication often still relies on subjective judgments, such as experience and intuition.
As a result, there are issues such as variations in communication quality, decreased productivity, inconsistent decision-making, and delays in business growth.
Through its call system business, our company has previously engaged with communication, including the analysis of voice data. Based on this knowledge, we are now launching the 'bq series,' a new line of AI products designed to optimize business communication and enhance the 'business quotient (bq)' of individuals and organizations.
As the first installment, we have released 'bq-Recruit,' an AI product specifically designed for recruitment interviews and job seeker consultations.
What is 'bq-Recruit'?
It is a new product that provides consistent support for recruitment interviews and job seeker consultations, from pre-interview preparation to during the interview and post-interview evaluation. During the interview, it real-time analyzes candidate dialogue, detects points for deeper inquiry, missed questions, and candidate needs. It is a product that supports interviewer decision-making by presenting optimal actions on the spot through 'AI Live Assist.'
Furthermore, it consistently supports question design before the interview, report generation after the interview, and profiling by integrating multiple interviews. By feeding information obtained from each interview into the design of subsequent interviews, key points to be confirmed become progressively clearer, and candidate understanding, which tended to be fragmented among interviewers, is accumulated organizationally, leading to improved accuracy in recruitment decision-making.
By utilizing 'bq-Recruit,' companies can reduce mismatches, strengthen attraction, and promote HR strategies using accumulated data.
Features of 'bq-Recruit'
① AI Live Assist (Real-time support during interviews)
Question Assist
Real-time analysis of dialogue with candidates, presenting points for deeper inquiry and optimal questions. It also checks for missed pre-prepared questions. This enables dialogue that leads to a deeper understanding of candidates.
Attract Assist
Real-time analysis of candidate statements and context to visualize values, decision-making axes, and needs. By presenting attraction appeals tailored to candidate needs, it achieves optimal appeal for each individual.
Process Assist
Real-time aggregation and display of information necessary for dialogue, such as explanations of specialized terms, visualization of conversation topic ratios, and summaries of candidate information (resumes, work history, past conversations). This enables high-quality interviews and consultations even when there is limited time for preparation.
② AI automatic generation of pre-interview questions
Automatically generates interview questions through AI dialogue or item selection. In addition to suggesting questions based on candidate documents, past interview data, and report analysis, it also supports design according to the interview phase. This improves question quality and optimizes preparation time.
③ Automatic generation of reports/candidate profiles
Automatically generates summaries for each interview, candidate needs, attraction strategies, and points to confirm next. It also supports the generation of candidate profiles by integrating multiple interview reports, assisting in recruitment decisions based on multi-faceted information. Furthermore, it automatically generates feedback reports for interviewers, leading to continuous improvement in interview skills.
Main Use Cases and Application Image
① In-house recruitment
Suppresses variability in interview quality and raises the overall interview capability of the organization. By enhancing the resolution of candidate understanding, it improves assessment accuracy and reduces mismatches. Furthermore, it contributes to improving offer acceptance rates by realizing attraction tailored to candidate needs. In addition, by utilizing accumulated candidate profile data for HR strategy, it accelerates the PDCA cycle based on data, such as reviewing recruitment standards and identifying trends of successful hires. It achieves highly accurate recruitment and evolves recruitment activities into a starting point for HR strategy.
② Human resource agencies/career advisors