For hiring teams
Calibrated interview templates, AI candidate screening, shared scorecards, and a governed pipeline — so your team hires on evidence, not scattered opinions.
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Example · not a real candidate
Senior Backend Engineer · Panel review
System design
Strong evidence
Communication
Consistent across panel
Ownership
Mixed signals — follow up
Domain depth
Strong evidence
AI screening · provisional
Strong distributed-systems evidence and on-call ownership. Follow up on cross-team ownership — two panelists rated it differently. Scores stay provisional until a panelist confirms them.
3 of 3 reviews in · recorded by a person, logged
How it works
Four stages your team already runs — now with shared structure, AI evidence, and accountability at each step.
01 · Define
Reusable interview templates with competencies, scoring rubrics, and a shared question bank. Every interviewer starts from the same material instead of ad hoc questions.
02 · Screen
AI-assisted screening summarizes strengths, risk areas, and fit signals with consistent scoring — before a human hour is spent. Every AI output lands in an append-only ledger.
03 · Interview
Interviewers get the template, the question bank, and the scorecard. Notes and ratings land in one place while the conversation is fresh.
04 · Decide
Every scorecard sits next to the AI recommendation. Rejections, offers, and hires are recorded only by a person, permissioned, and audit-logged — with the override reason when the panel disagrees with the AI.
Pricing
Seats are free. Every workspace starts with 5 interviews on the house; buy packs as you hire, valid for 90 days and shared across the team.
Trial
Free
5 interviews
Every new workspace
Starter
$49
15 interviews
$3.27 per interview
Growth
$129
50 interviews
$2.58 per interview
Scale
$199
100 interviews
$1.99 per interview
Hiring at 150+ interviews, or buying on invoice? Annual plans and procurement.
Individual interview practice lives on the candidate site.
Security
Candidate evidence and team access stay protected with identity controls, an auditable decision record, and data that stays where you expect it.
SAML 2.0 with Okta, Microsoft Entra ID, Google Workspace, or any SAML provider. SCIM creates, updates, and deactivates users from your directory.
Every AI output that could influence a hiring outcome is written to an append-only ledger with the model identifier. Rejections, offers, and hires can only be recorded by a person.
Database and file storage in the EU (Paris), in a schema the candidate product cannot query. Application functions never persist candidate data.
Retention set per organization, from 30 days to 7 years. Organization-wide or per-candidate legal holds suspend deletion; access and erasure requests return signed receipts.
Owner, Admin, Manager, and Member roles with per-capability permissions, isolated from the candidate product by a separate host-only session.
A workspace is keyed to a verified work-email domain. Access starts from a sign-in link in your inbox — never a shared credential — and existing workspaces are joined by invitation only.
Hosted on SOC 2 Type II-audited infrastructure. Our own SOC 2 and ISO 27001 audits are on the roadmap — we say so in every questionnaire rather than imply otherwise.
Get access
Submit with your work email, verify it, and your workspace opens right away with a sign-in link in your inbox. No sales call, no review queue.
Work email required — a sign-in link goes to your inbox
One structured workflow for questions, candidate evidence, scorecards, and decisions. 5 interviews free, no card.