Every candidate uses AI now, and no one can tell how. Instead of blocking it, Cognity Recruit makes it visible — an authorship report and a full AI usage record for every task, so online screening becomes something you can act on again.
And it starts earlier than the task: embed Jello on your careers page to run the pre-interview automatically, then see how candidates really work with AI — how they prompt, what they reject, and what they verify.
Surveys differ on the exact number, but more than one in three candidates report using AI undisclosed somewhere in a hiring process.
Large employers reinstated in-person final rounds, and a majority of recruiters now run face-to-face interviews specifically because of cheating concerns.
With hundreds of applicants, on-site tasks are physically impossible. Online assessment became a channel companies still use but no longer believe.
Companies didn't go offline because offline is better. They went offline because online hides how candidates work with AI. We make it visible.
We don't block AI. We record it — and that changes what an online task can tell you.
Detection tools try to catch AI and keep failing. We record instead: every prompt, revision, and verification step becomes an authorship report. Once you can see where the candidate's thinking ends and the AI's output begins, online screening regains its discriminating power.
Leaders increasingly rank AI capability above years of experience, yet "proficient with ChatGPT" on a resume proves nothing. Cognity Recruit scores how a candidate frames prompts, checks outputs, and iterates toward a working answer — measured from the task itself, not a static quiz.
Embed Jello on your careers page and it runs the pre-interview itself: answering candidate questions, screening first-pass Q&A, and passing a structured summary to your team — before anyone opens a task.
From an automated pre-interview to an authorship report — in five steps.
Embed Jello on your careers page. It answers candidate questions and runs a structured pre-interview 24/7, before your team spends a minute.
Use your existing assignment or one of ours. Candidates open it with a single link — no install, no proctoring software.
AI use is allowed and expected. Jello sits alongside the task so the whole working process happens in one place.
Prompts, edits, rejected drafts, and verification moments are captured as they happen — no after-the-fact guesswork.
One report per candidate: AI-human diff, AI usage record, and an AI collaboration score to decide who moves forward.
Embed Jello directly into your website with a single snippet. Upload your company toolkit — job descriptions, press releases, financials, vision and mission — and Jello runs the entire first conversation for you: answering questions accurately, asking your screening questions, and handing your team a structured summary per candidate.
Pre-interview summary · 6 questions answered · screening answers captured · task invitation sent
Candidates open a role-relevant task with AI available by design. Instead of guessing whether they used ChatGPT, you see exactly how they prompted, what they rejected, and what they verified.
A subscription product's churn rate jumped 12% after a pricing change. Outline a 30-day recovery plan.
14 prompts · 3 rejected drafts · 2 verification moments · AI collaboration score: 78
Candidates don't have to finish in one sitting. Whether they work live or across several days, the full collaboration process is timestamped and replayable — no after-the-fact reconstruction.
Embed via Lunchbubble and start collecting process evidence today.
Evidence instead of suspicion, at the stage where volume is highest.
Authorship evidence per submission means a shortlist you can justify to hiring managers and to the candidate.
Compare candidates on how they direct, question, and correct AI — a signal no resume or static test gives you.
In-person interviews stay. They just start from a shortlist that was selected on evidence instead of on hope.
Exportable process portfolios per candidate and per task, for hiring reviews, legal, and internal audits.
We're not asking you to drop face-to-face rounds. We make sure the right people get there — chosen on what they actually did, not on a submission nobody can vouch for.
In schools, we make a student's AI use visible to protect trust in academic assessment. In companies, we make a candidate's AI use visible to protect trust in hiring assessment. One philosophy, two markets.
Today, companies upload what makes them unique. Tomorrow, applicants bring their own verified process records too. When both sides share openly, matching becomes mutual — and far more precise.