AI Interview Screening for a Security Services Company

OPTx designed, built and deployed a voice-based AI interviewer for a licensed security services company in Japan: the intake form, the interview itself in Japanese and English, the candidate records, the hiring-team report, and the follow-up to every candidate. Screening went from depending on who was free to speak to running on a system.

Client: licensed security services company, Japan, identity withheld · Engagement: AI Interview Screening System

The problem: a hiring process that depended on who was available

The company hires security officers who must be able to work in Japanese, in English, or in both. Every candidate needed a screening conversation before the hiring team spent time on them, and that conversation needed a person who spoke the candidate’s language, asked the same questions as everyone else, and wrote down what they heard in a form others could compare.

Interview time, language coverage and consistency all rose and fell with whoever happened to be free, and the answers lived in individual notes rather than in one place the hiring team could sort and compare.

The goal was never to replace the hiring decision. It was to make sure the people making it were looking at consistent, comparable information.

Time. A twenty-minute screening call ties up a staff member, and scheduling, write-up and follow-up add to it. Language. A bilingual interviewer had to be available whenever a candidate was. Consistency. Follow-up questions and the detail captured varied from interviewer to interviewer. Records. Results needed to land in one searchable candidate record. Trust. Candidates share personal details, so where that data lives and how long a call can run had to be deliberate choices.

The OPTx approach: the solution followed the diagnosis

Nothing went in front of a real candidate until it had been tested end to end, in both languages, and nothing was switched on for the hiring team without their review.

1. Diagnose. Clarified how screening actually works today and what a good first interview must establish for the role: screening criteria, language and volume needs, data and privacy needs, and the interview structure.

2. Design. A three-stage interview (main interview, check, close) with one squad of voice assistants per language, time limits on every stage, and a bilingual report format.

3. Implement. Six voice assistants configured, the intake form and interview page live, the post-call workflow connected, and repeated test calls in both languages.

4. Stabilize. A verified running-cost model, client presentation and notes, a data-handling briefing for the client’s own privacy review, and an ongoing support plan.

Throughout, hiring decisions stayed with the client’s people. The interviewer gathers and structures information; it does not rank or reject candidates.

What changed

The interview. Every candidate hears the same core questions in the language they chose, with follow-ups on unclear answers, key details confirmed back to the candidate before the call ends, and no staff on the line.

The front door. Candidates start when they are ready, at any hour. One automatically created ID connects the form, the call, the report and the record, and details are never asked twice.

Speech that works in both languages. Turn-taking tuned so Japanese speakers are no longer cut off, candidates can switch languages mid-answer, and bilingual form values are spoken cleanly.

Calls that stay connected. Stage-specific silence limits so candidates can pause to think, and every hand-off between stages spoken once and clearly.

The report. A formatted bilingual report reaches the hiring team after every interview, the candidate sheet is updated automatically, and every candidate receives a thank-you with a feedback survey.

Cost and capacity. A running cost verified from the platform’s own usage data, about ¥400 per interview at planning volume, with per-stage time limits capping the worst case for any single call.

Security and data. Records and reports stay in the client’s own workspace, interviews run in the browser so no telephone carrier handles candidate calls, and ongoing upkeep is part of the support plan. The client’s legal and privacy advisers keep the compliance sign-off.

Before and after

Stabilized results

These figures describe capacity and planning volume for the deployed system. They are planning estimates based on the company’s hiring volume, not measured outcomes from a long operating history.

The 1,600 hours is 400 interviews a month at 20 minutes each (about 133 hours a month) over twelve months. It counts only the interview itself. Scheduling, note-writing, retyping and follow-up are not counted, so the real figure for a recruiting team would be higher.

How the numbers were built

• Hours are what an outside specialist would reasonably bill for the same scope, not the time actually spent. The scope totals an estimated 354 hours across a conversational assistant developer, workflow engineer, web developer, QA analyst, writers and analysts.
• Hourly rates are typical small-business rates for the Mid-Atlantic in 2026, from $75 to $110 depending on the specialty.
• A 12% project coordination line covers what a firm charges to manage several specialists at once. The estimated total of $33,387 carries a ±20% range of $26,710 to $40,064.
• The $33,387 figure is the estimated cost of assembling this scope from separate specialists. It is not client savings and it is not OPTx revenue.
• “Before” values describe typical live screening, the process the interviewer replaces. They are illustrative, not measurements.
• Results are specific to this engagement and are not a guarantee of results for other organizations. The client’s identity, candidate information, access credentials and commercial terms are left out on purpose.

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