Evidence over impressions
A rating with nothing written underneath it is an opinion with a number attached. Every criterion asks what was actually observed, and the form is built to make that the easy thing to do.
About
Interviewing is a skill. It should be treated as one.
Most engineering interviews are run by people who were never trained to run them, under time pressure, against a rubric that exists only in their head.
The problem we started from
Every growing engineering team hits the same wall. Hiring accelerates, interviews multiply, and the load falls on the same handful of senior engineers — who are also the people you least want pulled off delivery. The usual responses make it worse: spread the load to people who have not interviewed before, or cut the loop down until it stops telling you anything.
The cost is not only time. Interviews run by people with no shared rubric produce evaluations that cannot be compared, which means hiring decisions get made on whoever argued most confidently in the debrief.
What we built instead
A network of experienced interviewers, a structured rubric per interview type, and a workspace built for the hour the interview is actually happening — the brief, the criteria and the evidence fields on one screen, so the evaluation is written while the interview is fresh rather than reconstructed from memory that evening.
The result a company receives is not a verdict. It is a set of observations against named criteria, and a recommendation the interviewer chose deliberately.
Who is on the other side of the interview
The bar for the network is the same bar we would want if it were our own hiring loop: senior engineers and engineering leaders — staff, principal, director and above — with hands-on experience across sectors from fintech to healthcare to infrastructure, including time at large, established enterprises as well as fast-moving startups. That range is deliberate. A candidate being assessed for a platform team should be in front of someone who has actually run one, not someone reading a rubric for the first time.
That is what the vetting in our interviewer network is checking for, and it is why an interviewer’s calibration is re-verified on an ongoing basis rather than approved once and assumed to hold.
Principles
Four opinions the product is built on.
These are constraints rather than aspirations — each one is enforced somewhere in the code, and several of them cost us features that would otherwise be easy to build.
Independence is structural
An interviewer does not see a colleague's verdict before submitting their own. Not discouraged from looking — unable to. Two correlated opinions are worth less than one honest one.
Advice is not a decision
An interviewer recommends; the hiring team decides. Both are recorded separately, so hiring against a No Hire is a visible decision rather than a contradiction that quietly disappears.
No black boxes
Matching is rule-based and explainable, and every score can be traced to the criteria that produced it. Nothing about a candidate is inferred by a model.
How we work
A company posts a role, we match an interviewer from the network, the interview is booked against real availability, and structured feedback comes back the same day. No procurement cycle, no minimum commitment, and no engineering time spent on interviews your team did not want to run.
We would rather show you the product than describe it. Book a demo and we will walk a request from submission to structured feedback in front of you.
Two ways to start.
Hiring teams can walk through their requirements with us. Experienced engineers can join the interviewer network.