Hire engineers who can think.
AI allowed and logged · 90-minute screens · Pay per screen, no seats
The signals you used to trust are gone.
Resume, take-home, timed round: one open browser tab clears all three. So you advance people on borrowed signal, and a wrong senior hire still costs six figures.
The question worth asking is whether they can tell when AI is about to walk them off a cliff.
What AI already does for them
What it can't do for them
Own a real problem under pressure, push back on a bad spec, and catch the bug the model swore wasn't there.
Inside a real screen
You don't need to read code to read a candidate.
This is a screen playing back. Sarah works a real codebase for ninety minutes; the moments that decide the hire arrive as plain signals. Engineers get the full replay. You get the answer.
How it runs
An AI-assisted screen in four steps. Almost none of them are yours.
Set up the screen
Pick a role preset, nudge a few sliders, add any hard requirements. Five minutes.
Send one link
Drop in emails or share one invite URL. No account for them to create.
They work, you don’t
A real PR, a live bug, and a judgment call. AI is on, every keystroke is logged.
Read the report
A composite score, a five-axis breakdown, and the moments that mattered. Ten-minute call.
Good engineers were never the ones who typed the fastest.
Interviews rewarded speed, recall, and a tolerance for unpaid take-homes. None of it was the job, and all of it is now free from a model.
Judgment is what moves your roadmap: knowing what's worth building, and catching the confident answer that's wrong. AI doesn't have judgment. It borrows yours.
So we hand a candidate a real problem with AI switched on, and grade the decisions they make. Everything else was noise.
Find the cracked ones.
Interactive · live scoring
One answer. Score it against your team, not a generic rubric.
Drag the dials to match how your team works. The same answer gets re-scored live, because a response that fits a ship-fast team is wrong for one that gates every deploy.
Your team's style
“Looks good. Two concerns: (1)..., (2)..., Tradeoffs OK if [...].”
“"I’m not convinced this approach holds at scale. My reasoning:"”
“Short summary + tests mentioned.”
“"Behind a flag with a rollback plan."”
“Pair-programs with AI; accepts ~50%; drives high-level decisions.”
Candidate response
Looks solid overall. Two concerns: (1) `user_id` comes from query params, which is an auth bypass; it should come from the session/JWT. (2) The favorites fetch is going to N+1 at scale, a JOIN would fix it. Otherwise good. Happy to walk through alternatives if helpful.
Style match
Strong fit
Cultural fit is one axis among five, capped at 10% of the composite, so it never overrules technical signal.
What you get back
A report you can decide from in ten minutes.
One composite score with a confidence read, a five-axis breakdown, and the few moments that moved it. Each one is timestamped to the replay, and the whole thing fits on a page.
Candidate Report · 2026-05-22 14:23
Sarah K. · Senior Backend Engineer
Composite
0/ 100
Standout moments
- 3:12
“Spotted the auth bypass on line 4 within 3:12 of starting”
Top 5% of historical candidates
- 18:47
“Asked the right clarifying question before approving”
“Is rate limiting in scope for this PR?” Top 15%.
- 24:30
“Kept an AI suggestion for the race condition without verifying”
AI hallucinated; candidate didn’t catch it. Bottom 20% on this fixture.
Pricing
Pay per screen. Not per seat.
One number. No tiers, no per-seat upsell. Run it on every candidate or run it on one. The price and the signal are the same.
Volume pricing starts at 25 screens. No subscription, no lock-in, cancel any time.
Every screen includes
- PR Review + Decision Comm modules
- Live Debugging + Code Tracing (Wave 2)
- Configurable cultural dials
- Full 5-axis scored report with replay
- Standout moments analysis
- Personalized candidate feedback
- AI usage telemetry per session
- Stripe billing, magic-link candidate flow
- Unlimited workspace members
Enterprise — per-position pricing. Hiring several roles at once? Pay per open position, with unlimited candidates per role.
Talk to us →FAQ
The skeptical questions.
The ones founders and hiring managers ask before they buy.
Have one we didn't answer? Email us.