For hiring teams

The other side of the same bridge

The interviewer your candidates practise against is the one that screens for you. Post a role, point at a folder of CVs, and get a ranked shortlist with per-candidate questions, AI interviews and assessments that score themselves.

A branded application page per role. Candidates upload a CV and it fills the form for them.
Every application parsed and scored on arrival, against a rubric you weight yourself.
Ranked shortlists with the reasoning per criterion, not just a number.
Interview questions generated per candidate, at a difficulty matched to their CV.
Technical or soft-skills AI interviews, taken from a link and scored with quotes from the transcript.
Your own tests too: multiple choice, or coding problems graded by running the candidate's code.
Proctored assessments. Screen, camera and microphone recorded; copy and paste blocked; leaving the tab flagged for you to review.
Send invites to a whole shortlist at once, and reject the rest in one action with the email drafted.
Ask for candidates in plain English. "Backend developer with at least a year" becomes a real query across every CV you hold.

Ask for who you need

backend developer with at least a year

Understood as

functions: backendmonths_min: 12

Jane Doebackend · 26 months

Alex Doebackend · 14 months

Shortlist

Jane DoeSkills 30/30 · Experience 21/25

John DoeSkills 27/30 · Experience 22/25

Alex DoeSkills 25/30 · Experience 20/25

HR platform demo

2 to 3 minutes: applications arrive scored, a shortlist is interviewed, and everyone else hears back.

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