Early Careers & Campus
Ten thousand applications, one recruiting season
Applications close on Friday. Morgan interviews the whole cohort over the weekend against one rubric, and your team spends the following week on the shortlist instead of on scheduling.
Trusted by the teams who hire at volume
Campus hiring compresses a year of screening into a few weeks
The cohort is bigger than the calendar
Thousands of applicants arrive in a narrow window. Whoever gets screened is decided by scheduling capacity rather than by merit.
Resumes barely differentiate
Early-career candidates have similar resumes by definition. The signal is in the conversation, which is exactly the part you cannot run at that scale.
Students judge you by how you treated them
A cohort that never hears back becomes the reputation you carry into next season’s campus visits.
1 minute
median time from application to interview
4.6/5
average candidate rating of the interview
98%
of candidates rate the AI interview positively
Programmes Morgan screens for
Every one interviewed against the same rubric, in the language they applied in.
Graduate schemes and rotational programmes
Internships and placements
Apprenticeships
Entry-level sales and SDR
Entry-level operations and analyst roles
Customer support and service
Seasonal and summer hiring
Trainee technical roles
What it looks like plugged into your ATS
1
A programme opens
You define one rubric for the cohort — competencies, knockouts, weighting — and it applies to every applicant.
2
Every applicant is contacted
Contact goes out by phone, text, email or WhatsApp within minutes, to the whole cohort rather than the top of the pile.
3
They interview between classes
Candidates talk in the evening, at weekends or between lectures, in the language they applied in.
4
The cohort arrives ranked
Scores, transcripts and recordings land on every candidate record, so your team reviews comparable evidence.
THE SCORECARD
What your campus team actually sees
Core competencies for the programme
Communication
Motivation and role understanding
Location and start-date fit
Work eligibility
Knockout questions
Amara O.
Screened by Morgan · Graduate Analyst Programme
Recommended
8.8
overall / 10
Core competencies for the programme
9.2
Communication
8.6
Motivation and role understanding
9.5
Work eligibility
10
Location and start-date fit
8.1
Transcript
Recording
ID verified
Knockouts
M
Mobile
Morgan · AI Recruiter
Sunday 7:30pm
Hi Amara, thanks for applying for the graduate analyst programme we posted. I just have a few questions. Are you free to talk now?
I have lectures until six most days. Is the evening alright?
Evenings and weekends are both fine. Tonight works if you do.
Yes, I can talk now.
Great, calling you now.
Morgan is calling Amara…
Interview completed 7:44pm · scored on the same rubric as the full cohort
What this is worth at your volume
What screening a whole cohort would cost by hand
Enter your cohort size, a typical screening call length and your loaded recruiter cost. The result is what interviewing every applicant would otherwise take.
Campus hiring, answered
What early-careers and campus leads ask us before a season starts.
Can every applicant really be interviewed?
Screening capacity does not queue behind a recruiter’s calendar, so cohort size stops being the limit. Every applicant is contacted within minutes and interviews on their own time, instead of only the share your team can fit into the season.
Will students take an AI interview seriously?
98% of candidates rate the AI interview positively and the average rating is 4.6 out of 5. They interview on their own time rather than booking against a recruiter’s calendar.
How do you keep scoring fair across a cohort?
Every applicant answers the same questions and is scored against the same rubric. Scoring is bias-aware, and Morgan does not make the decision — it produces a recorded, transcribed, rubric-scored record that a human reviews.
Can international students interview in their own language?
Morgan interviews in 40+ languages, in the language the candidate applied in, and returns one comparable scorecard.
How do you stop people gaming the interview?
Candidate identity is verified as part of the interview, and Tenzo checks for behavioural signals of coaching or impersonation. Every interview leaves a recorded, transcribed artifact you can review.
What does Tenzo write back into our ATS?
A score, a full transcript, and the interview recording, attached to the candidate record. Tenzo integrates with 57+ ATS and CRM platforms, including Workday, SAP SuccessFactors, iCIMS, Cornerstone, Greenhouse, SmartRecruiters, Workable, Jobvite, Ashby, Avature, UKG, Dayforce, ADP, Taleo, PageUp, Bullhorn and Salesforce. Morgan does not make the hiring decision — it produces a rubric-scored, auditable record and a human decides.
Other teams with the same problem
If you hire across more than one of these, the same setup covers all of them. Pick whichever is closest to the requisition you are trying to fill.
High-Volume Hiring
Screening capacity that scales with the requisition, so volume stops being the reason good candidates go unreviewed.
Lean Talent Acquisition Teams
First-round screening handled across every requisition, so a small team covers a load built for a bigger one.
Contact Centers & BPO
Screening capacity that matches a ramp, across languages, with one comparable score per candidate.
Further reading for campus teams
Bring us one cohort and we will screen it for you
Give us thirty minutes on a live programme. You will see scored candidates from the cohort the same day.