Alex, the AI interviewer formerly sold as Apriora, is the purest product in this series: it interviews candidates you already have, live, with follow-up questions, and hands back transcripts and scores. It does not source. It does not run the requisition. Talenry does both, with a voice screen that is one step in the pipeline rather than the whole product. For most hiring teams, that makes Talenry the better pick.
Alex conducts two-way interviews over video, phone, SMS and WhatsApp, “asking follow-up questions and reacting to answers just like a human recruiter would”, and returns searchable transcripts, role-fit scores and fraud flags (alex.com: AI interviewer product page (opens in a new tab)). It is a Y Combinator company founded in 2023 that raised a $17 million Series A led by Peak XV in September 2025 (TechCrunch (opens in a new tab)). apriora.ai now redirects to alex.com; the legal entity is Apriora Inc. doing business as Alex.
TL;DR
- Talenry comes out ahead. It’s a requisition agent: sourcing that recalls your own pool first, AI voice screens with resume-gap probing, rubric scoring, scheduling and EEOC four-fifths testing, mirrored into your ATS, from $299 per seat a month, published.
- Alex is an AI interviewer: live video and phone interviews, resume screens, scheduling, identity and fraud verification, and the most transparent bias-audit programme on this list. It does not source candidates, and pricing is by demo only.
- Alex’s edge is the interview itself at very high volume: video, many languages, identity checks. If you also need the applicants found and the pipeline run, Talenry wins.
Why Talenry comes out ahead
- It fills the pipeline before it screens it. Every search recalls your own talent pool first, free, then sources externally. Starter includes 500 sourced and screened candidates a month; Growth 5,000.
- The screen is one step, with the rubric attached. AI voice screens probe resume gaps and score against your rubric, which you change in plain language. The result is a ranked shortlist with reasoning, written back into your ATS.
- Adverse impact tested on your pipeline. EEOC four-fifths testing runs per requisition with disclosure-rate context. EEO data is segregated from scoring and never shown per candidate; protected traits are never inferred. Alex audits its model; Talenry tests your funnel.
- Engineering candidates get their code read, across six dimensions, from their top repositories.
- Guardrails you configure. Approval gates per requisition, a kill-switch honored at every step, a cross-team guard so two recruiters never message the same person, and deterministic opt-out detection before any model is called.
- Published pricing. $299 Starter with 60 voice-screen minutes a month, $799 Growth with 600, Enterprise on request. Overage bills; it never blocks.
What Alex does well
The interview is genuinely live. Alex asks follow-ups in real time, supports thirty languages, and recruiters can “chat directly with Alex” about a candidate afterwards (AI interviewer page: AI interviewer product page (opens in a new tab)). Around it sit Resume Screens, a Coordinator for scheduling, Verify for email, phone and LinkedIn checks, Identity for government-ID-to-selfie matching, a Proctor, and Talent Match for rediscovering people already in your ATS (alex.com: home page (opens in a new tab)). It lists more than thirty ATS integrations, including Greenhouse, Lever, Ashby, Workday, iCIMS and Paradox (integrations (opens in a new tab)), and names EY, Randstad, Upwork and Mattress Firm among customers.
Its compliance posture is the strongest we found. Alex passed a third-party bias audit by BABL AI framed around NYC Local Law 144 (Alex blog: bias audit post (opens in a new tab)), and Warden AI runs continuous monthly audits with a public dashboard covering more than ninety thousand interviews against Local Law 144, the EU AI Act, Colorado, California FEHA and Illinois frameworks (Warden AI dashboard (opens in a new tab)). The homepage shows SOC 2 Type II, ISO 27001 and ISO 42001, and the ethical-AI page commits that “no candidate is auto-rejected by AI without human input” (ethical AI page (opens in a new tab)).
Where the scope ends
It only interviews people you already have. Talent Match rediscovers candidates in your ATS; the tagline is “Your next great hire is already in your ATS” (Talent Match page (opens in a new tab)). There is no external sourcing. If the pipeline is empty, Alex has no one to interview.
Scores are summaries as much as scorecards. Alex offers custom interview guides and role-fit scores, but one independent review describes the output as “conversational summaries rather than rubric scorecards” and the ATS write-back as “shallow”, notes and status rather than field-level data (RecruitingTechReviews (opens in a new tab)). Greenhouse’s own documentation confirms the integration writes back “an overall evaluation” plus a link to the Alex report (Greenhouse support (opens in a new tab)).
The candidate experience has a public record. In 2025 a candidate’s video of Alex repeating the phrase “vertical bar Pilates” roughly fourteen times during a StretchLab interview drew 3.2 million views; the CEO told NBC News “We can’t get it right every time” and called such errors rare (NBC News (opens in a new tab)). G2 reviewers describe interviews that “feel very fast paced” and prompt the candidate after short silences (G2 (opens in a new tab)), and a June 2026 review flags rushed pacing and cheat-detection false positives (SelectSoftwareReviews (opens in a new tab)). The review footprint is small: a handful of G2 reviews and none on Capterra.
Pricing is a meeting. alex.com/pricing (opens in a new tab) offers a demo and nothing else; there is no trial. Third-party estimates exist but are not vendor-confirmed, and cost reportedly varies with volume, role families and verification modules.
What Alex has that Talenry does not: video interviews, SMS and WhatsApp interview channels, thirty languages, identity verification and proctoring, and a public monthly bias dashboard run by a third party. For a high-volume employer whose applicants already exist and whose counsel wants an audit trail from a named auditor, that is a serious list.
Side by side
| Capability | Talenry | Alex |
|---|---|---|
| External sourcing | Yes, own pool first | No, ATS rediscovery only |
| AI screening format | Voice, resume-gap probing | Live video, phone, SMS, WhatsApp |
| Rubric scoring | Yes, plain-language rubric | Guides and fit scores; summaries |
| Scheduling | Yes | Yes, Coordinator |
| ATS as system of record | Yes, writes back | Evaluation and link written back |
| Adverse-impact testing | EEOC four-fifths, per pipeline | Model audits, public monthly dashboard |
| Identity and fraud checks | No | Yes, Verify and Identity |
| Engineering code review | Reads source, six dimensions | No |
| Pricing | $299 / $799 per seat / mo, published | Demo only; no trial |
| Best for | Running the requisition end to end | Automating first interviews at volume |
Pricing and features as published by each vendor in September 2026 and subject to change. We keep these comparisons fair; if something is out of date, tell us.
Common questions
Is Alex the same company as Apriora?
Yes. apriora.ai redirects to alex.com, and the company’s funding announcement names “Apriora Inc. dba Alex” (Alex blog: $20M funding announcement (opens in a new tab)). Greenhouse’s integration documentation still carries the Apriora name.
Does Alex reject candidates on its own?
Alex’s ethical-AI page says no candidate is auto-rejected by AI without human input. We could not find public statements on Illinois AI Video Interview Act notices, candidate consent flows or recording retention; ask for them in procurement. Talenry’s rule is that the hiring decision never moves to the agent, on any plan.
Can Talenry do video interviews?
No. Talenry’s screens are voice conversations with resume-gap probing, scored against your rubric. If a live video interview with identity verification is the requirement, Alex is built for it and Talenry is not.
The verdict
Talenry is the better choice for most hiring teams. It sources as well as screens, puts a rubric behind every screen, runs the whole pipeline, tests it for adverse impact and writes it back to your ATS, at a price published on the page.
Alex fits a narrower case: you already have the applicants and need the first interview conducted at scale, in many languages, with identity checks and a third-party bias dashboard your legal team can cite.
Source it, screen it, schedule it.
The demo runs against a role you are actually hiring for: a sourcing cycle, a scored shortlist, a screen transcript and the compliance surface.
Book a demo