Don't waste another week screening candidates.

AI interviews built for integrity.

Calibrated rubrics for engineering, sales, and customer success roles. Built by an engineering and recruiting team that got tired of broken hiring — on both sides of the table.

Built by engineers and recruiters
Every rubric, integrity check, and evaluation criterion is designed by people who've sat in both seats.
See how it works
HOW SKILLPLATFORM HELPS
Screen candidates faster
AI-led first-round interviews run 24/7 — no interviewer bandwidth required until someone is worth meeting.
Consistent, calibrated scoring
One rubric, every interviewer, every level. Bar stays constant whether you hire 5 people a year or 500.
Three domains, deep rubrics
Engineering, sales, and customer success — calibrated rubrics with integrity signals on every interview, not a 20-tile logo grid.
Evidence-backed decisions
Video, transcript, and rubric scores for every session. Debrief with the whole loop in one place.
See the five-step rollout
Three domains we go deep on

Three domains. Deep rubrics. One platform.

We don't list every role we cover. We pick the three where our methodology, integrity checks, and rubrics earn the buyer's trust. See what we evaluate for each.

Software Engineering
Backend, frontend, full-stack
How they reason about systems, not whether they memorized the right framework.
See the rubric
Sales
SDR, AE, Enterprise
How they uncover real pain, not whether they parrot a discovery script.
See the rubric
Customer Success
CSM, onboarding, renewals
How they own outcomes under pressure, not whether they hit talking points.
See the rubric

Signal, not noise — across every interview

Consistent rubrics, real-world scenarios for every role, and the reporting to know if you're actually raising the bar.

No-signup invite links

Remove friction. Candidates join interviews instantly via secure, single-use access links.

AI-led evaluation

Calibrated scoring across every candidate. Stop shipping candidates through when the signal is noise.

Team workspace

Debrief in one place. No more scheduling three Zooms to close the loop on one candidate.

Optional video recording

Choose between code-only or full proctored video sessions to suit your team's culture.

Reusable templates

One rubric. Every interviewer. Every level. No more "it depends who they got."

Tenant isolation

Enterprise security. Your data and candidate information are siloed in dedicated VPCs.

From ATS to signed offer —
in the time it used to take to schedule round two

Five steps. Your team only shows up for the candidates worth their time.

1

Provision

We provision your dedicated tenant and secure environment.

2

Build

Customize your technical templates and evaluation rubrics.

3

Invite

Send magic links to your candidate shortlist via email or ATS.

4

Interview

Candidates complete the AI-guided technical assessment.

5

Review

Get a comprehensive AI analysis and make your decision.

Integrations

Lives where your hiring lives.

Every interview, score, and integrity signal is reachable through a secure API — authenticated, scoped, and tenant-isolated — so your stack pulls what it needs, the way it needs it. Greenhouse, Lever, Ashby, Workday, in-house ATS, or a spreadsheet your founder still maintains: same endpoint, your call.

Small teams
Hiring 1–20 a year? Pull interviews into a Notion doc, a Linear ticket, or a CSV your founder reviews on Sundays. Five-minute setup, no eng required.
Mid-market
Sync candidate pipelines with whatever ATS you run today. Webhooks for status changes, a typed API for scores and transcripts, sample integration code in the docs.
Enterprise
SSO/SAML, audit-log streaming, scoped API keys per workflow, and a sandbox env for your security team. Custom integrations supported on enterprise terms.

The AI handles the conversation; humans set the bar. Every rubric, integrity check, and evaluation criterion is designed and pressure-tested by an engineering and recruiting team that's sat in both seats. That's the part of the product we don't outsource to a model.

Give your team their week back.

Run every interview loop — engineering, sales, customer success — without burning your best people.

See pricing
SOC 2 Type II — In progressGDPR-readyTenant-isolated infrastructureData residency: USQuarterly bias auditsNo training on your candidate data