Stop deciding
from from memory.
Every interview transcribed, scored and summarised, with every claim linked to the exact moment it came from. Review it, override it, sign it. Then it's on the record.
““I just liked their vibe” is not a hiring decision. It is the absence of one.”
Try it: pick a claim
Select a claim to see the moment it came from
Walk me through how you’d design a rate limiter for a multi-tenant API.
I’d start with a token bucket per tenant, held in Redis so it survives a pod restart. A fixed window is simpler but it lets a client burst at the boundary.
We ran it behind a feature flag for two weeks and compared rejection rates against the old limiter before cutting over.
Tell me about a time a decision of yours turned out wrong.
I pushed for a rewrite that we didn’t need. I’d misread the latency data: it was one endpoint, not the service. I wrote it up for the team afterwards.
On the deploy side I’ve mostly worked alongside our platform team rather than owning the pipeline myself.
04:31. This line is what the “System design” claim is grounded in. Change the claim, change the evidence.
The debrief problem is not that people forget, but that nobody can check. An evidence-linked scorecard turns an opinion into something a second reader can verify in four seconds.
From the call
to the record.
Four steps, and a named human is accountable at the end of every one of them.
- 01
Zoom captures the interview
Transcript capture and notetaker webhooks pull the conversation in as it happens: no separate recorder to remember to start.
- 02
AI drafts the scorecard
An overall score, a hire recommendation from strong yes to strong no, summary bullets, strengths, risks, and a rationale for every competency.
- 03
Every claim gets a timestamp
Each bullet is bound to the transcript moment that supports it, with a confidence value, so a reviewer can check any statement against what was said.
- 04
A named human submits it
The AI output stays a draft. A person reviews it, overrides any field they disagree with, and the scorecard is final only once they submit it under their name.
A structured read,
not three scribbled words.
Per-competency scores with the reasoning attached, so a hiring manager who was not in the room can see where the signal was strong and where it ran thin, and multi-round support that keeps each round’s report separate instead of averaging them into mush.
Interviewers walk in prepared with an AI-drafted plan and candidate summary, and walk out without homework.
Recommendation and scores stay a draft until a named reviewer submits them.
Put the evidence back in the debrief.
Start free for 14 days. Run one interview through it and compare the scorecard to the notes you would have written.