Talview (Ivy)

A security audit and psychologist-led fairness work are in place

No bias audit is published, and three more gaps remain

Talview Inc. is based in San Mateo, California. It is private, and run by its founders. Sanjoe Tom Jose is chief executive. Jobin Jose runs operations, and Mani Ka runs technology. The company started as Interview Master in 2012 and became Talview Inc. in 2017. Its first funding round brought in $6.75 million in 2019. Its second brought in $15 million in 2021. No court case names Talview on the public record.

Ivy fits high-volume hiring in a few named roles

Talview shows no price and usually wants 150 to 200 interviews

Talview’s pricing page is a form. It asks for your product choice and your candidate volume, then ends in a sales quote. Its own FAQ says what you pay depends on which parts of the product you use, and how much. There is no single flat rate.

Talview usually wants about 150 to 200 interviews committed before it starts. Talview calls this typical, not fixed. Below that, you would be paying for volume you do not need. A pilot costs extra once it passes ten candidates. Talview also offers a walkthrough of the product before you commit. If your company has a Microsoft cloud budget, you can spend it on Talview.

Talview’s pricing form offers volumes past 5,000 candidates a year. No named company is on record as an Ivy customer. Talview’s named customer results belong to its other products, exam proctoring, video interviews and identity verification.

Talview publishes four figures about Ivy on its own product page. None is tied to a named customer or a stated method. It claims a 40% rise in candidate-experience scores. It claims interview capacity rises tenfold without adding headcount. It claims an 85% cut in the time to get a candidate interviewed, for high-volume hiring. It also claims Ivy fully meets its own standard for structured interviews. Treat these as Talview’s own claims about itself.

Talview’s privacy policy keeps personal data only as long as its stated purpose needs, or as your contract agrees. A candidate can ask Talview, or you as the employer, to erase their data. A candidate can also ask for a copy of their data in a standard file. GDPR gives them both rights. Get an export of your recordings, transcripts and scores written into your contract. Include the format and the timing.

What to ask before you sign

1. Does Ivy’s reading of non-verbal cues produce a mood or emotion label for a candidate? Good answer: No label of any kind, confirmed in writing.
2. Can Ivy move a candidate forward or reject them on its own once it goes live for us? Good answer: No. Every case waits for a recruiter, and the contract says so.
3. Are Candidate Verification and Interview Proctoring part of Ivy, or do they cost extra? Good answer: A written price for each, on the same order form.
4. Who audits your models for bias? When did they last run, and will you share that report for our own roles? Good answer: A named auditor, a date, and the report for our roles.
5. Can our recruiters see and edit the interview questions and the scoring guide before a candidate meets Ivy? Good answer: Yes, both, before any candidate sees them.
6. What happens if a candidate asks for a person instead of Ivy, or needs a disability accommodation? Good answer: A named alternative that does not count against the candidate.
7. If we leave, how do we get every recording, transcript and score out as one export? Good answer: One export in a common file format, within a stated number of days.
8. Your terms let you end our agreement at any time, or hand it to a buyer. What will you commit to instead? Good answer: Written notice before either one, and a way out for us.

Alternatives to Talview Ivy, including buying nothing

The closest alternatives to Talview Ivy are HireVue and Eightfold. Both are bought as part of a larger hiring system, the way Ivy is. Glider AI and HackerRank Chakra are also alternatives. Both start from a technical assessment instead of a conversation. Buying nothing is a fifth option.

If you want one platform around the interview, compare HireVue and Eightfold with Talview. Both are priced on a quote, not a page. Talview’s other products focus on fraud and identity checks.

If you need proof that a candidate can do the job, look at Glider AI and HackerRank Chakra. A hiring manager then sees a technical test result, not a scored interview.

Skip Ivy for now if your hiring is nowhere near the 150 to 200 interviews Talview usually wants. The same goes if you are not hiring for contact centres, outsourcing or IT services. Our market guide puts the option of buying nothing against every product in this market.