Process
No procurement cycle, no minimum commitment, and no engineering time spent on interviews your team did not want to run.
Set up the role once: the skills that matter, the level you are hiring at, and the interviews in your loop. Each interview names the competencies it covers and the rubric it is scored against.
You can run a single system design interview or a four-stage loop. Nothing here is a template you have to accept — the rubric is yours, and you can see it before anybody is interviewed against it.
Requirements go to the network and come back with people who hold every skill you asked for, are approved for that interview type, and are actually free in the window you gave us.
Matching is rule-based and deterministic, not a black box. Availability is a hard requirement rather than a preference, because an interviewer who accepts and then cannot meet has not helped you.
Once someone accepts, pick a time from their real, live calendar. Everyone sees the slot rendered in their own timezone, so nobody is doing the conversion in their head.
The slot is re-checked against business hours, buffers and booking notice the moment you confirm it, not just when it was first offered — a time the browser thought was free is never assumed to still be free. If a slot has to move, rescheduling keeps the interview linked to its history rather than starting over.
The interviewer runs the session from a workspace built around the rubric, with the brief, the questions and the evidence fields side by side.
The evaluation is written while it is fresh rather than reconstructed afterwards, and a candidate's identity stays hidden from the interviewer until they have committed to the assignment.
Every criterion comes back with a rating, what the interviewer actually observed, and a recommendation they chose explicitly. Your hiring team makes the decision.
We never average interviews into a single score. Four people assessing four different things do not reduce to one number, and pretending otherwise is how evidence stops being read.
Timing
Times are typical rather than guaranteed. A niche skill combination or a narrow availability window will take longer, and we tell you which of the two is holding things up.
What we do not do
An interviewer recommends. Your team decides, and both records are kept separately, so a hire against a No Hire is a decision you can see rather than a contradiction that disappears.
Evaluations are written by the person who ran the interview. No model rates a candidate, infers anything about them, or summarises what they said.
Not before they submit their own. Two correlated opinions are worth less than one independent one, so the independence is enforced rather than encouraged.
Hiring teams can walk through their requirements with us. Experienced engineers can join the interviewer network.