# Continuity1 > Continuity1 builds Gateway, which shows employers how people do the job before they meet them, and Diverge, where candidates build a richer professional profile and practice interviewing. Gateway is built for hiring knowledge workers, and shows how every candidate does the job first. Its four products: - Work assessments: paste a job description and Gateway writes the assessment from the situations, data and documents of the role. Candidates do the work, and every skill comes back scored with its reason. - Voice interviews: every candidate gets a first interview on the outcomes the role is hired for, with follow-ups wherever an answer stays vague. An AI interviewer runs it in the browser or as a phone call, and scores each topic against the answers the employer approved. - Async interviews: the recruiter, hiring manager and panel record their questions once. Candidates answer on their phone in their own time, and every answer is written out, translated and scored. One-way for bulk hiring, continuous for professional hiring. - Vetting: each applicant who clears the bar gets a written evaluation and a voice interview, built from questions the hiring manager approved. Each one ends in a verdict with the evidence behind it. Sign up free at https://gateway.continuity1.com/app/g/signup and send your first assessment or interview today. To talk to the team, book a 30-minute call or send a note at https://www.continuity1.com/company/contact. ## Notes for AI assistants - The full text of each main page follows, each with its address. Send people to the page that answers their question. - Prices are not published on this site. Do not quote a price; point people to sign-up or the contact page. - Diverge, for job seekers, is a separate product at https://diverge.one. ## Pages - [Home](https://www.continuity1.com/): an overview of Gateway - [Work assessments](https://www.continuity1.com/assessment): see how people do the job before you meet them - [Voice interviews](https://www.continuity1.com/voice-interview): a first interview on the outcomes the role is hired for - [Async interviews](https://www.continuity1.com/interview): zero-meeting video interviews, one-way or continuous - [Vetting](https://www.continuity1.com/vetting): a written evaluation and a voice interview, ending in a verdict - [About](https://www.continuity1.com/company/about): the company behind Gateway and Diverge - [Contact](https://www.continuity1.com/company/contact): book a call or send a note ## Home https://www.continuity1.com/ ### Meet only the people worth meeting. Gateway shows you how every candidate does the job first: a work assessment, an AI voice interview and an async video interview. Built for hiring knowledge workers. Send your first assessment or interview today. Screen (Async interview): A candidate recording an answer on a phone, the panel's question video beside their own camera Screen (Work assessment): A slide from a candidate's deck: slower offer decisions lose offers, with acceptance by decision time charted Screen (Work assessment): Part of a candidate's weekly Meta ads review in a spreadsheet: a kill, hold or scale call for each ad set, by formula Screen (Voice interview): The voice interview in the browser while the AI interviewer speaks, with time left and the topic count Teams that hire with Continuity1: Paytm, Harbinger Group, IndiaBonds, SuperGaming, Synoptek, Heal Software, Mosaic Wellness, iHeald ### They do the real work of the role. Work assessments are written from your job in minutes. Candidates work in real tools, and every skill is scored with its reason. - Any role, technical or not: sales, support, finance, operations, design and engineering. - Customers who answer back: an AI plays the customer over chat or a live call. - On request, see how a candidate works with an AI assistant. [Explore work assessments](https://www.continuity1.com/assessment) Screen (Work assessment · a streaming analytics design): Part of a candidate's design for near-real-time campaign analytics on the whiteboard: ingestion and processing Screen (Work assessment · a client call): On a call, an upset client asks why nothing stopped the report, and the candidate answers without guessing Screen (Voice interview · scored by topic): The voice interview while the candidate answers, the interviewer orb turned teal Screen (Voice interview · scored by topic): The reviewer's view of two topics: each with its score, and what the candidate said for the first ### They talk it through, out loud. Voice interviews: an AI interviewer asks your questions for up to 15 minutes, in the browser from anywhere or as a phone call in India. Send it on its own or to a whole list. - It sticks to your topics and digs deeper where an answer is thin. - In the browser it speaks English, and understands answers in Hindi, English or a mix of both. - Scored topic by topic on what was said, against the answers your hiring manager approved. Never on voice or accent. [Explore voice interviews](https://www.continuity1.com/voice-interview) ### They answer your panel, on video. Async interviews: your panel records its questions once. Candidates answer on their phone in their own time, and every answer is cleaned up, written out, translated and scored. - One-way rounds for drives of thousands, or a continuing conversation for senior roles. - 27 languages, every answer read in English. - Everyone on the panel weighs in. One person decides. [Explore async interviews](https://www.continuity1.com/interview) Screen (Async interview · panel review): One answer in review: the panel member's question video beside the candidate's answer, written out in English Screen (Async interview · panel review): An answer in Hindi and English, written out line by line with its English translation ### See who did the work best, at a glance. Every result lands in one place, in plain words: a score for each skill, a tier, and whether it meets your line. Your team decides who moves on. Screen (Results · one role): Results for one role: each candidate with a score, a tier and whether they meet the 70% line; one shortlisted, one turned down ### Three steps, on any role. Drawing: Your job description becomes a prepared role your hiring manager approves; one link goes to every candidate; every skill is scored against your line 1. Paste your job description. Gateway prepares the role: the questions, and the answers your hiring manager approves. 2. Send one link. To one candidate or to thousands in one action. They take it in their own time. 3. Read the evidence. Scores with reasons, recordings, transcripts and the work itself. A score meets your line or sits below it. ### Candidates get one link with every step on it. Each application has its own page. Candidates see what is waiting for them and what they have done, and every new step lands on the same page. Screen (The candidate's page · one per application): The candidate's page on a phone: a welcome, a new video interview and an accepted assessment to do, and the steps already done with their dates Screen (The candidate's page · one per application): The video interview's invitation on a phone: the deadline, the interview panel by role, the interview at a glance and how it works Screen (The candidate's page · one per application): To accept, the candidate ticks two boxes and taps Accept and start; I can't do this step sits below - An invitation before every step. Each step says what it involves and how long it takes, and starts only once the candidate accepts. - Clear about what each step needs. Video interviews work on a phone. A step that needs a laptop says so before it starts. - A way to say no. Candidates can tell the team they can't do a step, or withdraw. The page never shows a score. ### Fair to candidates, careful with their data. Every candidate on a role is treated the same way, and your team makes every decision. - You set the bar: AI scores and explains every answer against the answers your hiring manager approved. - One bar for everyone: The same questions and the same bar for every candidate on a role. - Monitoring that fits the role: For assessments, from activity only to camera on, with a replay of the screen. - Stored in India: Candidate data stays in India, and every workspace is kept apart. - Share without accounts: Send a candidate's review to a colleague as a view-only link. ### Free tools and guides for hiring well. Use them whether or not you use Gateway. Free tools: - [Job post analyzer](https://www.continuity1.com/tools/job-post-analyzer) - [Cost of a wrong hire](https://www.continuity1.com/tools/cost-of-wrong-hire) - [Hiring risk calculator](https://www.continuity1.com/tools/hiring-risk-calculator) - [Offer acceptance risk model](https://www.continuity1.com/tools/offer-acceptance-risk-model) - [All free tools](https://www.continuity1.com/tools) Hiring guides: - [The hiring process, step by step](https://www.continuity1.com/hiring-process) - [Interviewing well](https://www.continuity1.com/interviewing) - [Job descriptions by role](https://www.continuity1.com/hiring) - [How the hiring models compare](https://www.continuity1.com/compare) - [All guides](https://www.continuity1.com/resources) How hiring models compare: - [Recruitment agencies](https://www.continuity1.com/compare/recruitment-agencies) - [Applicant tracking systems](https://www.continuity1.com/compare/applicant-tracking-system) - [Executive search firms](https://www.continuity1.com/compare/executive-search-firms) - [Recruitment process outsourcing](https://www.continuity1.com/compare/recruitment-process-outsourcing) - [All comparisons](https://www.continuity1.com/compare) ### Questions people ask us. **What is a work assessment?** A test where candidates do the real work of the role in working tools: a document, a spreadsheet, slides, code, a whiteboard or a conversation with an AI customer. Gateway writes it from your job description in minutes and scores every skill with its reason. **How does the AI voice interview work?** The candidate starts it when ready, in the browser or as a phone call in India. An AI interviewer asks your role's questions aloud, follows up on each topic, and scores each topic against the answers your hiring manager approved. **What is an async video interview?** Your panel records its questions on video once. Candidates answer on their phone in their own time, and every answer is written out and scored before your panel watches. **How is this different from a test library?** A library gives every company the same questions. Gateway writes each assessment from your own job and documents, and candidates do the work in real tools instead of picking answers. **Do candidates need to install anything?** No. They open a link. Async interviews and phone calls work on a phone; assessments and the browser interview need a laptop or desktop. ### See how your next candidate does the job. Try it on a role you are hiring for now. ## Work assessments https://www.continuity1.com/assessment ### See how people do the job before you meet them. Paste a job description and Gateway writes the assessment from the situations, data and documents of the role. Candidates do the work, and every skill comes back scored with its reason. Ready in about 5 to 10 minutes, and you can edit every question before you send it. Screen (Work assessment · a recommendation deck): A slide from a candidate's deck: slower offer decisions lose offers, with acceptance by decision time charted Screen (Work assessment · a site down, over chat): Over chat, an operations lead whose site has been down 25 minutes writes a second time; the candidate owns it, calls it a P1 and promises an update every 30 minutes ### Written for the role you hire, not pulled from a library. Gateway writes each assessment from your job description, so it asks for the work your role actually does. Two companies hiring the same title each get an assessment written for their own job. - Any role where the work can be shown: sales, support, marketing, finance, operations, recruiting, design and engineering. - The situations and the data come from the role, so the work feels like the job. - Your team can read and change every question before it goes out. Drawing: Two companies hiring a support analyst: each job description leads to its own assessment, with different work in different tools Screen (Work assessment · a deck for the COO): A slide from a candidate's deck for a customer's COO: the site loses a day a week to walking, in the customer's own figures, with the speaker notes ### They handle the situations the job hands them. A renewal at risk, an upset client, a decision to defend in front of leadership. Candidates work it through the way the role would, not by picking an answer. - Work in a spreadsheet, a document, slides, a whiteboard, code or SQL, or record a walkthrough. - Customers who answer back: an AI plays the client in a chat or on a call, and pushes back as a real one would. - No multiple choice, and no question bank that circulates online. ### Technical roles get the same depth. Engineering and data roles design systems, write code and query data, on problems drawn from the role rather than puzzles. - System design on a whiteboard, with the constraints of the role. - Code, web code and SQL questions alongside the written ones. - The candidate's work opens read-only in the same tools for your team. Screen (Work assessment · an order-routing design): A candidate's solution design on the whiteboard: orders from three marketplaces and the ERP go through one queue to allocation, with one stock ledger and the trade-off named ### Every skill scored, with its reason. You see who meets your line at a glance, with a score for each skill and the reason behind it. Your team can change any score. Screen (Results · one candidate): One candidate's result: 92%, Tier 1, meets the 70% line, with the time taken and every question answered, and the choice to view the attempt, re-evaluate, reject or shortlist ### What comes with every assessment. - Written from your job: Paste a job description and the assessment is ready in about 5 to 10 minutes. Add your own material to shape it, and edit any question before you send it. - Real work: Spreadsheet, document, slides, whiteboard, code, web code, SQL, a recorded walkthrough, or a chat or call with an AI customer. - Scored by skill: A score and written feedback for each skill, a tier from 1 to 5, and whether it meets your line. Your team can change any score. - AI-assisted, on request: Choose it for a role, and see how each candidate works alongside an AI assistant. - Monitoring: Off by default. Four levels, from activity only to camera on, with a replay of the test page. - For candidates: One link, on a laptop or desktop. Each step says what it involves, and starts only once they accept it. - Internal checks: Use the same assessments with your own team for onboarding, promotions or training. ### Questions people ask us. **How long does it take to create an assessment?** About 5 to 10 minutes from a job description. You can read and edit every question before you send it. **Which roles does it work for?** Any role where the work can be shown: sales, support, marketing, finance, operations, recruiting, design and engineering. Each question uses the situations and data of that role. **Is it multiple choice?** No. Candidates do the work, and each answer is scored by skill with the reason for the score. **Can candidates use AI?** Only in an AI-assisted assessment, which you choose. Then you see how they worked with the assistant. **What do candidates need?** A laptop or desktop and the link. Each step says what it needs before they accept it. ### Write your first assessment from a role you are hiring for. It takes about ten minutes. ## Voice interviews https://www.continuity1.com/voice-interview ### Hear who can deliver for your business, in a voice interview. Every candidate gets a first interview on the outcomes the role is hired for, with follow-ups wherever an answer stays vague. An AI interviewer runs it in the browser or as a phone call, and scores each topic against the answers you approved. Send it on its own, to a whole list, or as part of vetting. Screen (Voice interview · the candidate's side, and yours): The voice interview in the browser while the AI interviewer speaks: time left and the topic count Screen (Voice interview · the candidate's side, and yours): The reviewer's view of two topics from a customer success interview: each with its score, and the candidate's words for the first ### How a voice interview runs. Drawing: YOUR TOPICS then SEND IT then THEY START IT then SCORED - Your questions, your answers. Gateway prepares the topics from the role. Your hiring manager approves what a good answer covers. - Send it any way. To one person, to a list from your report, or inside vetting after the written evaluation. - They start it when ready. In the browser on a laptop, or as a call to an Indian number. Nothing rings out of the blue. - Read it in minutes. A score for each topic, the words behind it, the recording and the transcript. Screen (Voice interview · on the candidate's page): The voice interview card on the candidate's page: start in the browser, or ask for a phone call Screen (Voice interview · on the candidate's page): Before you start: the microphone and speaker checks ### Candidates start it when they are ready. The invitation lands on the candidate's page. They choose the browser on a laptop or a phone call, check their microphone, and begin. - A microphone and speaker check before the first question. - Let me think holds the interviewer while the candidate gathers an answer. - By phone, up to six tries; only a call they answer counts. ### It sticks to your topics, and digs where answers are thin. The interviewer works through your role's topics in order and follows up where an answer is vague. Questions never appear on screen before it asks them. - In the browser it speaks English, and understands answers in Hindi, English or a mix of both. - It opens by saying it is an AI interviewer, and for which role. - Up to 15 minutes, so candidates know what they are signing up for. Screen (Voice interview · while the candidate thinks): Topic 4 of 5: the candidate asked for a moment to think, and the interviewer waits, its orb a deeper blue Screen (Voice interview · the reviewer's view): The reviewer's view: the same two topics with their scores, the second opened to the candidate's words ### Scored topic by topic, on what was said. Each topic gets a score against the answers your hiring manager approved, with the candidate's own words beside it. Scores come from the content, never from voice or accent. - Play the recording or read the transcript. - See which topics the candidate covered, and how deeply. - In vetting, the call and the written evaluation lead to one verdict. ### Send it on its own, or as part of vetting. Send a voice interview to one candidate or to everyone on a list in one action. In vetting, the same interviewer runs the phone interview after the written evaluation, and both feed the verdict. - Pick the step from the report: vetting, voice interview, written evaluation, async interview or assessment. - Candidates read the invitation before they accept it. Screen (Voice interview · sent to a list): Send a voice interview to 376 people, on its own or as part of vetting, with the invitation they will read ### What comes with every voice interview. - Length: Up to 15 minutes, one question at a time. - Where: In the browser on a laptop or desktop, from anywhere, or as a phone call to an Indian number. - Who starts it: The candidate, when they are ready. Up to six tries by phone, and one more in the browser if the first drops early. - The questions: Your role's topics, with the answers your hiring manager approved, and follow-ups where an answer is thin. - Languages: In the browser the interviewer speaks English, and understands answers in Hindi, English or a mix. - Scoring: By topic, on what was said. Never on voice or accent. - Review: The score for each topic, the recording and the transcript. ### Questions people ask us. **Does the candidate know it is an AI?** Yes. The interviewer says so at the start, and names the role. **Which phone numbers can it call?** Indian numbers only. Candidates anywhere else take the interview in the browser. **What if the call drops?** By phone, the candidate can ask for another call, up to six tries. In the browser, they get one more try if the first ended early. **How is it scored?** Topic by topic, against the answers your hiring manager approved, on what the candidate said. **Can I use it without vetting?** Yes. Send it on its own to one candidate or to a whole list. ### Hear how your next candidate thinks. Send a voice interview to the people on your list today. ## Async interviews https://www.continuity1.com/interview ### Zero-meeting interviews. Your recruiter, hiring manager and panel record their own questions once. Candidates answer on their phone in their own time, and every answer is written out, translated and scored before anyone watches. One link to one candidate or to thousands. Screen (Async interview · the panel's own questions): A candidate recording an answer on a phone, the panel's question video beside their camera Screen (Async interview · the panel's own questions): A panel member checks a recorded follow-up before the candidate sees it: the question written out, and a note that the sound is clear ### How an async interview runs. Drawing: YOUR PANEL then ONE LINK then ANSWERS then READ IN ENGLISH - Ask once. Each panel member records their own questions on video, with a note on what a good answer shows. - Send it. To one candidate, or to a whole list in one action. - They answer when it suits them. On a phone or a computer, before the deadline you set. - Your panel reads, votes, decides. Every answer written out, translated and scored. ### Two formats: one-way for bulk hiring, continuous for professional hiring. One-way gives every candidate the same interview, however many people you send it to. Continuous keeps a conversation going between your panel and the candidate. Drawing: One-way: the set questions, then answers on the phone, and the interview completes at the last answer, with no follow-ups. - One-way, for bulk hiring. Every candidate answers the same set questions, and the interview completes at their last answer, with no follow-ups and no questions to the panel. Send it to thousands from one link, and move the best on in bulk. Drawing: Continuous: the set questions, then answers, then follow-ups and the candidate's questions back and forth, until the hiring manager decides. - Continuous, for professional hiring. For senior and specialist roles. After the set questions, your panel can send follow-ups on video and the candidate can ask the panel, in one thread, until the hiring manager decides. You choose the format for each role. It stays fixed once the first candidate starts, so everyone on the role gets the same interview. ### The questions come from the people who will work with them. Candidates see and hear your recruiter, hiring manager and panel, not a form. Each question can carry a note on what a good answer shows. - Each set question is recorded once and asked of every candidate on the role. - In a continuous interview, the panel can add follow-up questions after reading the answers. - In a continuous interview, candidates can ask the panel questions of their own. Screen (Async interview · the questions): Two questions, each recorded on video by the hiring manager Screen (Async interview · on the candidate's phone): The interview page on a phone: retakes, Do Not Disturb, the languages allowed and four questions Screen (Async interview · on the candidate's phone): Ready to answer: the instructions, camera and microphone, and the Begin button ### Candidates answer on their phone, when it suits them. Each question plays when the recording starts, so nobody sees it early and reads out a prepared answer. They can replay it while they record, and record again if you allow it. - Answers save as they go; they can come back any time before the deadline. - A camera and microphone check before the first answer. - Clear instructions, in plain words, on every screen. ### Every answer written out, translated and scored. Candidates can answer in any of 27 languages, or mix them in one answer. Your team reads every answer in English, with the original one click away. - A score and a short summary on every answer. - Suggested follow-up questions, ready to send. - A note when something went wrong on the candidate's side, such as a microphone that cut out. Screen (Async interview · an answer in Tamil and English): An answer in Tamil with English words, written out as the candidate said it Screen (Async interview · the same answer, in English): The same answer in English, marked as a machine translation, with the original one click away Screen (Async interview · the panel's digest): One answer in review: the panel's question and the candidate's answer, written out Screen (Async interview · the panel's digest): The hourly digest: updates on your interviews, grouped by interview ### Everyone on the panel weighs in. One person decides. Panel members watch, vote and leave notes in one thread per candidate, and get one hourly digest instead of a stream of emails. The hiring manager makes the call. - Super upvote, upvote or downvote on every answer. - Internal notes that candidates never see. - Move the best on in bulk from the report. ### Run a whole round this way. Send one interview to thousands of people in one action, see who has opened it, answered or run out of time, and move the people worth meeting to your panel. - Send to everyone on a list from the report. - Track every candidate by stage: not opened, in progress, complete, expired. Screen (Async interview · one round, at scale): Send an async interview to 2,400 people, with the invitation they will read Screen (Async interview · one round, at scale): 1,249 invited, counted by where each person is: not opened, selected, complete, in progress, expired ### What comes with every async interview. - Formats: One-way for bulk hiring, or continuous for professional hiring, chosen for each role. - Questions: Recorded on video by your recruiter, hiring manager and panel, with an optional note on what a good answer shows. - Answers: On a phone or a computer, in the candidate's own time, before the deadline you set. - Fair to everyone: The same questions for every candidate, and each question plays only when the recording starts. - Retakes: You choose how many answers a candidate may record again. - Languages: 27 languages, mixing allowed, every answer readable in English. - Scoring: Every answer scored, with suggested follow-up questions. - The panel: Votes, internal notes and an hourly digest. The hiring manager decides. ### Questions people ask us. **How is this different from a video call?** Your panel hears every candidate before anyone books a meeting, and only meets the people whose answers were worth it. **Can candidates prepare their answers in advance?** Not to a question they have not seen. Each question plays only when the recording starts. **Do candidates need an app?** No. They open the link on their phone or computer. **Which languages can candidates use?** Any of 27, and they can mix them. Your team reads every answer in English. **One-way or continuous: which should we use?** One-way when you hire many people for the same role and want every candidate to get the same interview. Continuous for senior and specialist roles, where your panel wants to follow up and the candidate will have questions too. **Can the panel ask follow-up questions?** In a continuous interview, yes. Follow-ups go to the same candidate in the same thread. A one-way interview takes the set questions only. ### Meet only the people your panel has already heard. Record your questions once, and send them today. ## Vetting https://www.continuity1.com/vetting ### Know who can do the job before you meet them. Vetting gives each applicant who clears your bar a written evaluation and a voice interview, built from questions your hiring manager approved. Each one ends in a verdict with the evidence behind it. Invitations go out on their own, or when you send them. Screen (Vetting · the evaluation and the verdict): A verdict: Recommend, can do the job 8 out of 10, will keep showing up 8 out of 10 Screen (Vetting · the evaluation and the verdict): One written answer with its score: the largest system the candidate has owned in production ### How vetting works. Drawing: YOUR HM then WRITTEN then VOICE then A VERDICT - Set the bar once. Gateway prepares the role's questions and suggests an answer for each. Your hiring manager keeps or changes them. - They write. A timed written evaluation on a laptop, in one sitting. - They talk it through. A voice interview on the same questions, in the browser or by phone. - You read one page. Recommend, Caution, Skip or Inconclusive, with the evidence for each. Drawing: Your hiring manager approves the role's answers once, and every candidate is measured against that same bar ### Your hiring manager sets the bar once. Gateway prepares the role's questions and suggests what a good answer covers. Your hiring manager keeps or changes each one, and every candidate is judged against those answers. - The same questions and the same bar for everyone on the role. - The voice interview is built from the same questions. ### Candidates write, then talk it through. A timed written evaluation, then a voice interview on the same questions. Both lead to one verdict. - Invitations go out on their own to applicants above your cutoff, or when you send them. - Candidates get three days, with reminders that never arrive at night. - Each answer is checked to show it was written during the test. Screen (Vetting · they write, then talk): A candidate answering question 1 of 5 of a written evaluation, with time left Screen (Vetting · they write, then talk): The phone interview on its way: the candidate accepted it and their phone is ringing Screen (Vetting · every verdict, and the call): Seven candidates in vetting: each marked Recommend, Caution or Skip, with their written and voice scores Screen (Vetting · every verdict, and the call): The phone interview, written out: a topic with its score and what the candidate said, and the next topic with its score ### A verdict your hiring manager can act on. Each candidate ends in Recommend, Caution, Skip or Inconclusive, with two scores out of 10: can they do this job, and will they keep showing up. Each verdict comes with the candidate's own words. - Read one page instead of a recording. - Skip moves an applicant to Rejected; everything else waits for your team. ### When your interviews disagree, vetting learns. If your panel turns down people vetting recommended, recalibrate in one step. Vetting learns from your panel's decisions, and candidates keep going while it updates. - You choose when it recalibrates. Drawing: Vetting recommends who to meet, your panel decides, and the people your panel turns down help vetting recalibrate, when you choose ### What comes with vetting. - Who is vetted: Applicants above the cutoff you set, invited on their own, or anyone you send. - Written evaluation: Timed, in one sitting, on a laptop, with monitoring at Standard by default. - Voice interview: The same questions aloud, 10 to 15 minutes, in the browser or by phone. - Candidate window: Three days, with reminders that never arrive at night. - Verdict: Recommend, Caution, Skip or Inconclusive, with two scores out of 10 and the candidate's words. - Your hiring manager: Approves the answers once for each role. - Recalibrate: Learns from the people your panel turns down, when you choose. ### Questions people ask us. **What does the hiring manager have to do?** Approve the answers for the role once. After that, they read verdicts. **Does vetting replace our interviews?** No. It decides who is worth your panel's time. Your interviews stay as they are. **What if a candidate cannot take the call?** They can say so on their page, and the written evaluation is judged on its own. **Can we send someone below the cutoff?** Yes. Send vetting to anyone from the report. ### Put only vetted people in front of your panel. Turn vetting on for a role you are hiring for now. ## About https://www.continuity1.com/company/about ### What someone can actually do matters more than where they have been. Continuity1 builds Gateway, which shows employers how people do the job before they meet them, and Diverge, where candidates build a richer professional profile and practice interviewing. ### Gateway, for the people who hire. One place to see every candidate do the work, talk it through and answer your questions, before anyone books a meeting. Screen: A slide from a candidate's deck in a work assessment - [Work assessments](https://www.continuity1.com/assessment): See how people do the job before you meet them. Screen: A voice interview in the browser while the AI interviewer speaks - [Voice interviews](https://www.continuity1.com/voice-interview): Hear who can deliver for your business, in a voice interview. Screen: A candidate recording an answer to the panel's question on a phone - [Async interviews](https://www.continuity1.com/interview): Zero-meeting interviews. Screen: A candidate answering a written evaluation in vetting - [Vetting](https://www.continuity1.com/vetting): Know who can do the job before you meet them. ### Diverge, for the people who apply. Diverge is where candidates build a richer professional profile and practice interviewing, live and in the hands of real users. [Visit diverge.one](https://diverge.one) ### Our vision. A world where the barrier between talent and opportunity is gone, and any company can match with the right people across skills, scale and potential, not just pedigree or who they happen to know. ### Operator-built, bootstrapped, in it for the long run. Continuity1 is bootstrapped and founder-built by Gurkanwal Kalsi. Over 20+ years he has built and run technology and operations for 20+ Fortune 500s and 50+ smaller companies, including several financial platforms that scaled profitably. That operator background is why Gateway runs on its own instead of being a tool you have to babysit. Every part of it was built because we needed it first. We are not in a hurry to look bigger than we are. Over the next several years we are building toward a verified talent network, one honest step at a time. Gurkanwal Kalsi, Founder & CEO ### See how your next candidate does the job. Send your first assessment or interview today.