alphaScreen FAQ
Clear answers about alphaScreen memberships, pricing, candidate verification, passkeys, security, human review, and setup support.
Last updated: September 17, 2026
These concise answers are written for employers evaluating alphaScreen before signup.
alphaScreen is alphaSource AI's web-based candidate screening platform. It helps hiring teams create roles, invite candidates, run structured AI-assisted screening interviews, and review candidate reports before deciding what to do next.
Hiring teams choose a membership, complete agreement and checkout steps, set up dashboard access, create roles, invite candidates, and review structured reports after candidates complete screening interviews.
alphaScreen is for employers and hiring teams that want a more consistent first-pass screening workflow before later-stage interviews and final hiring decisions.
Employers make final hiring decisions. alphaScreen organizes screening information and reports for review, but it does not make automatic employment decisions.
No. alphaScreen supports early screening and review, but recruiters and hiring managers remain responsible for communication, accommodations, next steps, and final decisions.
No. Under the standard agreement, monthly billing is an installment option for a 12-month membership term. The membership renews for another 12 months unless written non-renewal notice is provided at least 30 days before renewal. Early cancellation does not remove current-term payment obligations; fees are generally non-refundable except as required by law or the agreement. Your signed agreement controls.
An attempt explicitly identified as having no substantive candidate response does not consume the role's interview capacity. This includes warm-up-only attempts identified that way. An interrupted interview with substantive responses may still count. An unavailable score alone does not establish a capacity credit; contact support if the usage looks incorrect.
Public Essential and Pro memberships include a platform membership fee plus a per-role fee. Essential is listed at $299 monthly or $3,299 annually plus $399 per role. Pro is listed at $599 monthly or $6,499 annually plus $699 per role.
Essential includes 20 interviews per role with a 10-minute interview cap. Pro includes 30 interviews per role with a 12-minute interview cap. Additional interviews are listed publicly at $30 for Essential and $35 for Pro.
The membership fee covers platform access for the selected cadence. Role fees are charged when paid roles are opened, and additional interviews are billed only when extra interview capacity is needed for a role.
New self-serve buyers can optionally prepay the first role during signup at the advertised one-time 10% discount. This non-refundable credit has no expiration and applies once to the first paid role opened by the parent or a child entity under the same billing account. Later roles use the standard role fee. Contact support before opening another paid role if the credit is missing, or before changing membership while a credit is unused.
Buyer verification happens before the agreement and checkout. Choose Email or, when offered for an eligible U.S. mobile number, optional Text Message with consent. The code expires in 10 minutes. Follow the displayed resend timer: normally 60 seconds for email and 120 seconds for another text. If a text is delayed, Use email instead appears after about 60 seconds. This buyer verification is separate from candidate interview-access verification and client sign-in.
Use the public support page or contact alphaSource at support@alphasourceai.com with the buyer email, company name, and a short description of the setup issue.
Yes. Client dashboard users can optionally add a passkey from Profile & security and then use a supported device unlock method or security key at sign-in. Password sign-in remains available as a fallback.
After signing in, open the account menu from the initial in the upper-right corner and choose Profile & security. That page includes name, verified email, appearance, passkey, and password-reset controls.
Before starting, open the device check, allow camera and microphone access, select the intended devices, and test the speakers. Say a short sentence at normal volume until the meter shows Mic ready. For Mic low, move closer or select another microphone and repeat the check. Where supported, Record voice sample lets you record and play back three seconds locally; the sample stays on the device. Use a quiet place and a stable connection.
Interview launch authorization lasts five minutes after verification. If it expires or cannot be used, follow the on-screen return to Verify and request a fresh code. If returned to the information form, review the preserved details and continue. Avoid repeatedly clicking Start or creating another candidate record. If recovery fails, contact support with the role, approximate time, browser, and error text; never share a verification code or private interview link.
Hiring teams create roles and invite candidates through role-specific screening links or dashboard workflows. Teams should verify candidate email addresses and manage communication consistently with their hiring process.
Email verification is available. When Text Message is offered for an eligible U.S. mobile number, the candidate can choose it after reviewing the consent disclosure. Text-message consent is optional, and Email remains available as the alternative.
The hiring team can review the candidate's available resume, interview responses, score context, and report information before choosing the next step.
Candidate reports are review aids for authorized hiring team members. They help organize screening information so teams can compare candidates more consistently.
Accommodation requests remain part of the employer's hiring process. alphaScreen supports controlled workflows and human review so candidate needs can be routed appropriately.
Membership determines interview length. Essential interviews are 10 minutes, Pro interviews are 12 minutes, and Enterprise interviews are 15 minutes.
Membership determines the number of scored questions. Essential includes 5, Pro includes 6, and Enterprise includes 7.
Interview type controls the purpose and substance of the questions. You can choose Core, Leadership, or Technical based on what the role requires.
A Core interview is a broad, role-relevant screen of experience, judgment, ownership, communication, adaptability, and readiness. It is not limited to entry-level roles.
A Leadership interview evaluates coaching, accountability, prioritization, decision-making, conflict, change, and execution.
A Technical interview is a role-specific applied assessment of technical knowledge, troubleshooting, implementation, tradeoffs, risk, and quality.
The warm-up helps candidates adjust to speaking with an AI. It is not scored and is not used in hiring recommendations.
No. The warm-up is separate from the membership-level scored-question count.
alphaScreen is designed around authenticated access, role-based permissions, controlled file and report access, and privacy-conscious workflows for candidate and client information.
alphaScreen uses automation to collect, organize, score, and summarize screening information while keeping role setup, candidate review, and hiring decisions with people.
alphaScreen is built for structured hiring teams broadly and is a strong fit for dental groups, DSOs, and multi-location operators that need consistent screening across practices or entities.
Authorized parent-level managers can work across assigned client or entity scopes. Access depends on the membership account structure and role permissions configured for that user.
Each scorable question is evaluated against the role's requirements, competency, expected evidence, and role-specific rubric. Question rating bands are Weak 0–39, Adequate 40–59, Strong 60–79, and Exceptional 80–100. The Interview Score is the rounded average of scorable question scores. These bands describe answer evidence, not automatic hiring decisions. Review the actual answers and role context alongside the score.
The Resume Score reflects alignment with the job description, including relevant experience, skills, and education. The Interview Score reflects the recorded answers to scored questions. When both exist, the Overall Candidate Score is their equally weighted, rounded average: 50% resume and 50% interview. If either is unavailable, Overall is unavailable; a dash is not a zero score.
Warm-up and its response are excluded from scoring and analysis. Questions not fairly elicited because of an interviewer mistake, a skipped question, or a technical interruption are unscored and excluded from the average. A refusal or evasion of a clearly asked question can be scored as weak evidence. An interview with no substantive candidate response receives no Interview Score, rather than zero.
Confidence means evidence strength supporting the evaluation, not the candidate's personal confidence. Communication, specificity, consistency, and evaluation-condition signals add context; they are not separate components averaged into the Interview Score. AI-aided and integrity risk indicators are review prompts, not proof of misconduct. Non-verbal signals are secondary supporting evidence, not a stand-alone hiring assessment.
alphaScreen evaluates resume alignment and role-specific interview answers, then organizes the available evidence into scores and reports for human review. Interview scores average scorable questions against the role's rubric. Warm-up is excluded; insufficient evidence is not treated as a zero. Your hiring team decides next steps.