Companies see evaluations, not interviewers
A first name and surname initial, a headline, years of experience. Never a full name, a rate, contact details, or the notes an interviewer takes while the interview is running.
Security
Who can see what, and how that is enforced
Interviewing puts three parties around one candidate's data. Most of our security work is about keeping them apart.
Boundaries
The separations that matter most.
These are enforced in the data layer rather than by hiding things in the interface. A boundary that only exists in the UI is not a boundary.
Interviewers see a brief, not a file
The candidate's name, the role, and what to assess. No contact details, no recruiter notes, no compensation, and no other interviewer's evaluation until they have submitted their own.
Tenants cannot reach each other
Every query is scoped by company at the database, not filtered afterwards in the application. Another company's interview is not found rather than forbidden, so the id space cannot be probed.
Drafts are invisible
A half-written evaluation is not shown to a company at all. Not redacted — absent. An evaluation becomes a fact when its author finishes it.
Data handling
Everything is encrypted in transit. Interview evidence is stored against the rubric it was collected under, so an evaluation stays reproducible even after the rubric is edited. Audit records carry who did what and when; they deliberately do not carry the free text of an evaluation, because an audit log is not the right place for prose about a person.
We do not record interviews, do not transcribe them, and do not run any model over a candidate’s answers. There is no automated scoring, no inferred personality assessment, and no automated rejection.
Interview integrity
An undisclosed AI tool answering on a candidate’s behalf is a live-interview problem, not a data problem, so the defence sits with the interviewer, not with software watching the call. Every interview is real-time and adaptive: the interviewer follows up on reasoning, changes the problem mid-way, and asks a candidate to justify a choice they just made. Fluent output with no ability to explain it, defend it, or adapt it under a follow-up is the signal, and it is one a static, pre-written answer cannot survive.
Interviewers are trained on this specifically during onboarding, alongside the rubric and the evidence requirement, and a concern about how a candidate arrived at an answer belongs in the evidence field like any other observation — written down, not inferred silently. We do not run detection software over a candidate’s screen or speech, because a tool that claims to detect AI use with any reliability does not yet exist; we rely on an experienced engineer noticing what does not add up, which is what the interview format is already built to surface.
Access control
Permissions are per company role and are checked on the server for every request. A company id in a URL is treated as a selector among the caller’s own memberships and re-verified — never as a claim about who they are. Identity is read from the session and from the database on each request; nothing that grants access travels in a cookie.
Reporting a vulnerability
Report it through our contact form, choosing “Security”, with enough detail to reproduce it. We will acknowledge within two working days and tell you what we intend to do. Please do not access data belonging to anyone else while testing, and give us a reasonable window to fix an issue before disclosing it.
Where we are not yet
Worth being direct about, because a compliance badge you do not hold is worse than an honest gap. We do not yet have a third-party penetration test, a SOC 2 report, or a formal incident response retainer. If your procurement process requires any of those, tell us early and we will be straight with you about the timeline rather than implying we are further along than we are.
What we do have is described above, and it is enforced in the data layer rather than asserted in a policy document.
Last updated 8 September 2026
Two ways to start.
Hiring teams can walk through their requirements with us. Experienced engineers can join the interviewer network.