# How ShowIntro Works

The hiring process end to end: the videos a candidate records, how a recruiter sends a one-way interview, and how a hiring manager approves candidates.

Canonical page: [https://showintro.com/how-it-works](https://showintro.com/how-it-works)

## How hiring on ShowIntro works

Three people take part in a hire, and each sees a different part of it. Below is what the candidate, the recruiter and the hiring manager each do, in order, and what the platform does between those steps.

### What is needed to start

Less than most hiring tools ask for.

- **A browser** — Recording and playback run in Chrome, Safari, Firefox or Edge, on a laptop or a phone. Nothing is installed and no extension is required.
- **A camera and a microphone** — The built-in ones are enough. Background blur is available where the device supports it, and the effect is written into the recorded file rather than shown only in preview.
- **Sign-in** — The candidate and the recruiter create an account. The hiring manager signs in through Google or LinkedIn – no password and no registration form, using an account they already have. Only a candidate’s public profile link opens without signing in at all.

### The process, role by role

The same hire seen from three sides. The candidate’s profile is recorded once and serves every vacancy; a vacancy intro or a recruiter’s interview is added on top when a specific job needs it.

### Candidate

The profile is recorded once and serves every vacancy afterwards. A vacancy intro and the answers to a particular recruiter are added on top of it and do not replace it.

- **Fill in the profile** — Specialty, grade, stack, English level, location, availability and expected compensation. These are the fields recruiters filter by, so an incomplete profile stays outside search results.
- **Record the self-presentation, skills and projects** — A self-presentation of up to two minutes in the browser – this is what plays in the search results and what a recruiter sees first. Short videos about your key skills and projects add the detail. For a specific vacancy you can record a separate intro with its own link.
- **Answer the question blocks** — General, English and technical blocks, one take per question with a visible think-time countdown. The blocks are optional, but a profile with them answers far more of what a recruiter would otherwise ask by email.
- **Choose who can see it** — Private, link-only or open to search. Only the third makes the profile appear in recruiter search; the link-only option covers sending it to one employer by hand.
- **Respond to invites** — A recruiter’s invite arrives with the vacancy attached. Accepting it opens the conversation; an interview, when one is sent, is recorded under the recruiter’s rules – one take per question, or with retakes if the recruiter allows them.

### Recruiter

Two entry points: a search across the existing profiles, or a one-way interview of your own – sent to one candidate or to a whole list at once.

- **Create the vacancy** — The vacancy is what invites are attached to later, and what the hiring manager sees the candidates for review under.
- **Search the candidates** — Filter by specialty, stack, grade, English level, location, availability and expected compensation. The self-presentation plays straight from the result card.
- **Send an interview invite** — An invite opens a conversation with the candidate. When the decision needs answers a self-presentation cannot give, attach up to ten questions of your own, each with its own think time and answer limit, and choose one take or retakes. The same interview can go to a whole list of candidates by email.
- **Pass candidates on for review** — On the vacancy board, the candidates worth showing move to “Sent to hiring manager”. The hiring manager sees them by link, and what it reveals is scoped: the hiring manager sees the answers, not the candidate’s contacts.
- **Collect the verdicts** — Approvals, rejections and notes come back against the vacancy rather than into an email thread, so the state of the hire is in one place.

### Hiring manager

The hiring manager’s part is limited to reviewing the candidates passed on and deciding on them. Sign-in goes through Google or LinkedIn – there is no separate password and no registration form.

- **Open the link** — The invitation arrives from the recruiter. The link leads to a Google or LinkedIn sign-in: no password to create, and the account is formed from the one you signed in with.
- **Watch the answers** — Every candidate answered the same questions, so the comparison is like for like. Playback runs at increased speed and moves question to question.
- **Approve, reject or leave a note** — The decision is stored on the candidate’s card and becomes available to the recruiter immediately, so there is nothing to report separately.

### How long each part takes

Measured on real rounds, not on a best case.

- **Candidate, first time** — Profile and self-presentation: about 15 minutes, then reused for every vacancy. A vacancy intro takes a few minutes more, whenever the candidate applies.
- **Recruiter, per candidate** — Around 6 minutes of recorded answers, reviewed at your own pace – against 30 minutes of a synchronous screening call.
- **Hiring manager, per vacancy** — Ten to fifteen minutes for five candidates, with no slot to agree on and no call to attend.

### Frequently asked questions

- **Does the candidate have to record for every vacancy separately?** — No. The profile, the self-presentation and the question blocks are recorded once and are what recruiters see in search. A vacancy intro is optional – recorded when the candidate wants to address one company – and an interview is recorded only when a particular recruiter sends one.
- **What does a recruiter see before opening a full profile?** — The result card: name, specialty, grade, stack, location, availability, and the self-presentation itself, which plays from the card. The full profile adds the question blocks and the CV; opening it is not limited.
- **Can the hiring manager see the candidate’s contacts?** — No. A vacancy link reveals the answers and the profile, not the contact details. Contacts open once the candidate accepts the recruiter’s invite.
- **What happens to the recordings if a candidate deletes their profile?** — The recordings go with it. Retention for recruiter-ordered rounds is bounded by the plan, after which access ends for the recruiter and the client alike.

## More

- [All documents (llms.txt)](https://showintro.com/llms.txt)
- [Agent instructions](https://showintro.com/agents.md)
- Contact: support@showintro.com