Run every technical interview the same way.

Video, code, whiteboard and scorecard on one screen — so every interviewer on your panel scores the same thing.

Anyone can build and book the interviews. Judging the code takes an engineer, so your engineers run them. No engineers to spare? Ours can.

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Hiring engineers today

Great engineers are hard to hire — even with a full pipeline.

Interviewing slows down delivery.

Every hour your seniors spend screening is an hour the product doesn’t move forward.

Every interviewer runs a different interview.

Same role, three interviewers, three sets of questions. Nobody scored the same thing, so the debrief is about who felt what.

A strong CV still leaves an open question.

A CV tells you what someone has done before. It does not tell you how they work.

Senior hires are your biggest bets.

The most expensive decision your team makes shouldn’t rest on how one conversation happened to go that day.

None of that is a sourcing problem. It is an interview problem.

The cost of a bad hire

The later you catch a bad hire, the more it costs.

Catch it in the interview and it costs you an hour. Miss it, and you pay to onboard them, you pay for work that does not land, and you pay again to replace them.

A chart. The cost of a bad hire rises at every stage: before the hire, onboarding, bad delivery, and parting ways.

The platform

One place to build, run and score your interviews.

The rounds, the questions, the call and the scorecard all live together. So the interview your best engineer designed is the one everybody actually runs.

Build the interview once

Set the rounds, the timings, the questions and the scores once. Then every candidate gets the same interview.

Run it live, in one place

Video, code and a whiteboard, with the agenda and scorecard beside them. No second tool, nothing to write up afterwards.

Decide on evidence

Every section gets its own score, from every interviewer. A board shows where each candidate stands.

AI that drafts, never decides

Give it a short brief and get back a role, its questions and whole rounds. It counts against your plan, and you edit it before anyone sees it.

The builder

Build a structured interview

A screenshot of a real coding round, set up in the builder.

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How it fits

It slots into the hiring you already do.

1 · You source

Your own team, a recruiter, referrals or job boards — however you find candidates today. Nothing here asks you to change it.

The platform

2 · Your panel interviews

Everyone runs the same interview, on one screen, scoring as they go.

3 · You decide

Every score and note from every interviewer, in one place, before you sit down to decide.

No card to start

Your interviews, scorecards and reports stay exactly where they are.

What you build stays yours

Export any role or round as a PDF or Word file. It is a document you keep, not something locked inside an account.

Nothing here tells you how to hire

You decide what good looks like for each role. The scorecard only holds everyone to the same version of it.

Run your next technical interview here.

Create your organization, invite your panel, and build the round you have been meaning to write down for months.

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Been sent an interview link?

Here is what your interview is like.

No account and nothing to install, your code saves as you type, and only your interviewer can end the interview.

What your interview is like

No capacity?

We can run the interviews for you.

You bring the candidates. We run the technical interviews on this same platform and write a recommendation for each one. When your team is ready, it runs them itself.

Explore expert consulting

Startup, scale-up or recruiter — the first call is free. We reply within one business day.