Presence-based
recruiting.
Give remote candidates and interview panels a more natural shared conversation.
The opportunity
Design for the moment that matters.
What breaks today
Senior interviews depend on attention, pacing and trust, but travel delays decisions and conventional video encourages fragmented, screen-bound behavior.
The presence pattern
The candidate or interviewer appears at conversational scale in a prepared room, with structured transitions, shared work and clear recording consent controls.
Design requirements
Make it useful before making it magical.
- 01
Design the room
Set eye line, scale, camera position, voice direction and shared references for the actual meeting behavior.
- 02
Protect the work
Use role-based access, clear session state and an operator path for sensitive or interrupted sessions.
- 03
Measure the decision
Evaluate the business outcome of the meeting—not novelty, minutes watched or visual spectacle.
Operator runbook
Design the complete service—not only the scene.
- 01
Frame the service
Talent and executive-search teams should document the intended audience, room, session length, approved content or knowledge, human escalation path and the current baseline for candidate experience.
- 02
Invite with clarity
Before the presence-based recruiting experience begins, explain why the presence is there, whether it is live, recorded or AI-assisted, what it can do and how a participant can leave or reach a person.
- 03
Operate the moment
The candidate or interviewer appears at conversational scale in a prepared room, with structured transitions, shared work and clear recording consent controls. The operator should be able to observe state, recover the session and protect the physical activity already happening in the room.
- 04
Close the loop
End with a visible next step, capture only consented information and record candidate experience, time to panel, offer decision speed. Review failures and handoffs before repeating or expanding the experience.
Pilot scorecard
Prove a real outcome in the room.
Candidate experience
Define the starting event, completion event and current-workflow baseline for candidate experience. Count only observable outcomes.
Time to panel
Review time to panel by audience, session stage and operator. Use the pattern to find where confidence is gained or lost.
Offer decision speed
Set a minimum threshold for offer decision speed before launch. Name the owner and recovery action when a session misses it.
Decision gates
Know when presence is—and is not—the answer.
Presence must earn the room
If the same presence-based recruiting outcome can be achieved by a well-designed phone, kiosk or conventional video call with equal trust and clarity, use the simpler tool.
The boundary must stay visible
Do not launch presence-based recruiting until participants can identify the role, source, live or synthetic state, information boundary and human fallback without guessing.
The operation must survive novelty
Talent and executive-search teams should be able to run, pause, recover and measure the experience repeatedly. Do not scale while success depends on a founder or engineer standing beside it.
Evidence status. This page is a product-design field brief, not a claim that Reality Relay has already produced the stated customer outcome. Replace the hypothesis with measured pilot evidence before presenting it as proof.
Build the first pilot
Start narrow enough to learn.
For Presence-based recruiting, begin with one real environment, one defined audience and one repeatable interaction. Establish who operates the experience, what information or tools it can access and exactly when a person must take control.
Reality Relay Platform coordinates content, session state, approved intelligence and operations. Reality Relay Spaces give the experience a calibrated physical endpoint with intentional scale, eye line, sound and grounding. The pilot should earn expansion by improving the scorecard above—not by novelty alone.
- Primary audience
- Talent and executive-search teams
- Experience family
- Enterprise & expertise
- First decision
- Choose the room, baseline and accountable operator
- Expansion rule
- Scale only after the scorecard beats the current workflow