CVs all look the same. The best person is often the one whose CV format was wrong.
For recruiters, HR, RMG and L&D teams
Know who fits before the first interview.
Set your bar once. Every applicant gets one Talent Decision Card: how well they fit, how sure we are, and why.
Book a demo See a sample shortlist- Same standard for everyone
- A range on every score
- People decide
For recruiters, HR, resource managers and L&D teams
Know who fits before the first interview.
Set your bar once. We measure every applicant and every employee against it, and give you one Talent Decision Card per person that shows how well they fit, how sure we are, and why.
- Same standard for every person
- A range on every score
- People decide, not the engine
Your bar: Software Engineer
Coding75Required
Problem solving70Required
Ownership65Required
Code quality65Optional
Karthik M. Clears all three required skills with a tight range. Probe communication in round 3.
Team gaps against the bar
CodingOwnershipCommunicationCommsAditya827461Farah888178Vikram727970Nisha616683
AboveAtBelow
Who it is for
One engine. Four teams. Four questions answered.
Every team reads the same Talent Decision Card, for the decision it owns.
Recruiters and TA“Who should I interview first?”A ranked shortlist against your bar, before a single panel is booked.
HR leaders“Can we defend this decision?”Every hire, hold and pass saved with the evidence behind it.
RMG and workforce planning“Who on the bench fits this project?”Internal people matched to project needs and ranked by fit.
L&D teams“Where should training money go?”Team gaps against the role bar, and a plan for each person.
The problem
Today, people decisions run on opinion.
The same person gets three different reads from three interviewers, and nobody can say why. Every team pays for it.
ARAnanya RaoSoftware Engineer applicant
“Strong”
“Not sure”
“Weak communication”
Early rounds take weeks, mostly on people who were never a fit.
The salary is spent, and there is no record of why the call was made.
Projects get whoever is available, not whoever fits best.
One programme for everyone, because nobody knows who needs what.
How it works
From open role to the right person, in six steps.
Follow one real opening, a Software Engineer role, from the bar you set to the person you hire and the team you grow.
Step 01, Set
Decide what good looks like, once.
Pick the role from 1,500+ roles at fresher, mid or senior level. Set how much each skill matters and mark the required skills. Everyone after that is measured against your standard, not a generic one.
75
70
65
60
65
Your role bar
Anyone below the bar on coding, problem solving or ownership is flagged, whatever their overall score.
Step 02, Measure
Every applicant. The same questions. The same standard.
A proctored video assessment, then a spoken AI Interview in four rounds. It runs at any volume, with nobody from your team in the room.
Invited128
Assessment done96
Interview done48
Talent Decision Cards ready48
Panel hours spent by your team so far: 0
AAI Assessment
Questions at five difficulty levels. Harder ones count more, lucky guesses count less.
BAI Interview
Four spoken rounds, scored the same way for every person, every time.
Step 03, Read
See why, not just the score.
Each person gets a Talent Decision Card: how well they fit, how sure we are, which required skills they passed, and the evidence behind every point. It even tells you what to ask in your interview.
AR
Move to the final roundAnanya RaoSoftware Engineer, fresher
69
Match for this job
Likely 65 to 73
We are very sure
- Coding
- Problem solving
- Ownership
Match after each round
Skills against your bar
Evidence behind the score
- Problem solvingAssessment, proctored+6
- “Split the slow checkout into three causes and fixed the cheapest one first.”
- CommunicationInterview, round 2+3
- Code qualityInterview, round 3, technical−4
- OwnershipMock interview, practice, half weight+1
Ask in your interview
- Walk me through how you review a teammate's code.
- Tell me about a bug you shipped. How did you find it, and what changed after?
- How do you decide what to test first?
Suggested because code quality is her lowest skill.
Step 04, Compare
A shortlist you can explain.
Rank by fit, filter by required skills, and see strengths and concerns side by side. The range stops you from trusting too much in a thin record.
| Candidate | Match | How sure | Required skills | Strength | Concern | Next step |
|---|---|---|---|---|---|---|
| Karthik M. | 72 | 68 to 76, sure | 3 of 3 | Coding | Communication | Interview 3 |
| Sneha P. | 71 | 61 to 81, not sure yet | 3 of 3 | Problem solving | Needs more evidence | Measure more |
| Ananya Rao | 69 | 65 to 73, very sure | 3 of 3 | Ownership | Code quality | Interview 3 |
| Imran S. | 64 | 60 to 68, sure | 2 of 3 | Communication | Coding below bar | Hold |
| Rohan K. | 52 | 49 to 55, very sure | 0 of 3 | None yet | Below bar on required skills | Not a match |
Step 05, Decide
The engine informs. You decide.
Shortlist, interview, hold for more evidence, or pass. Every decision is saved with the evidence behind it, so when someone asks why this person and not that one, the answer is already written down.
SP
Sneha P.Software Engineer, fresher
71Likely 61 to 81. Wide range.
The range is wide, so the engine suggests holding for more evidence. Pick an action to preview it.
Decision log
- 26 Sep, 11:40Ananya Rao moved to Interview 3By Meera N., Hiring Manager. Passed all required skills. Probe code quality.
- 26 Sep, 11:32Rohan K. not taken forwardBy Meera N., Hiring Manager. Below the bar on all three required skills.
- 25 Sep, 17:05Karthik M. moved to Interview 3By Arjun D., Recruiter. Strongest coding in the batch.
Step 06, Grow and deploy
Point the same engine at the people you already have.
L&D sees each person against the role bar and funds only the real gaps. RMG matches bench and internal talent to project needs on evidence. New hires start with a plan for their first 90 days built from their Talent Decision Card.
CodingOwnershipCommunicationCommsCode qualityAditya82746166Farah88817884Vikram72797064Nisha61668372
Above barAt barBelow bar
Two of four people are below the bar on code quality. Fund code review practice for them, not a course for everyone.
NeedsCoding 75Code quality 70Ownership 70
- Farah K.Ready now. Above every project need.81
- Vikram T.Ready, one gap: code quality at 64.74
- Nisha R.Not yet. Two gaps: coding and ownership.63
- Weeks 1 to 4Code quality
Weekly code review practice in Tech Arena.
- Weeks 5 to 8Testing habits
One mock technical round on testing and edge cases.
- Weeks 9 to 12Measure again
Target: above the bar of 70 on every skill.
The workspace
Every role, every person, one place.
This is the Command Center your team works in: the decisions waiting on you, every open job and the best fit people, ranked.
Admin / Command CenterAll values are sample
Good morning, Meera
12 decisions waiting on your call today.
312 candidates in progress across 20 active roles.
Review pipelinePost a new job
Decisions queue12 waiting
- JLJordan L.Business Analyst82
- ADArjun D.Customer Support76
- KMKarthik M.Software Engineer72
- Open jobs
- 20
- Interviews
- 48
- Assessments
- 6
- Top 5 average fit
- 81%
What we commit to
Six promises behind every score.
This is what you can hold us to, in every role and every Talent Decision Card.
- The same standard for everyone
Every applicant gets the same questions against the same bar. Nobody wins because they had a better interviewer.
- A range on every score
We always show how sure we are. A wide range means measure more, never guess.
- Evidence behind every number
Open any score and see the answers and rounds that produced it.
- Practice never passes as proof
Practice counts at half weight and is always labelled as practice.
- People make the call
The engine ranks and explains. Your team decides, and every decision is logged.
- Your data stays yours
Your candidates’ and employees’ data is never used to serve another client.
Getting started
Start with one live role. Judge us on it.
No big rollout. One opening, your next batch of applicants, and the Talent Decision Cards side by side with your own team's calls.
- Set the bar together
We sit with your hiring manager and set the bar for one open role.
- Measure your next batch
Your applicants take the assessment and interview. Your panel spends no hours on it.
- Compare against your calls
See the Talent Decision Cards next to your team's own decisions, and decide if the engine earns its place.
See who fits before your team spends hours.
Start with one role. We will set the bar with you.
Sample first week: 48 Talent Decision Cards ready, 0 panel hours spent.
Looking for a role instead? Check your readinessWho it is for
One engine. Every team gets its answer.
Recruiters and TA“Who should I interview first?”
A ranked shortlist against your bar, before a single panel is booked.
The problem
Today, people decisions run on opinion.
AR
Ananya RaoThree interviewers, three reads
- “Strong”
- “Not sure”
- “Weak communication”
- RecruitersShortlists built on keywords
- Hiring managersPanel hours on weak fits
- HRWrong hire found at month three
- RMGBench staffed by who is free
- L&DTraining spent blind
Sample shortlist
A shortlist you can explain.
Software Engineer · top 5 of 48 · tap a name
- Required skills
- 3 of 3
- Strongest
- Ownership
- Watch
- Code quality
- Next
- Interview 3
The line marks your bar of 70. Sample people, not real applicants.
How it works
From open role to the right person.
- 1SetDecide what good looks like, once.
- 2MeasureEvery applicant. The same questions. The same standard.
- 3ReadSee why, not just the score.
- 4CompareA shortlist you can explain.
- 5DecideThe engine informs. You decide.
- 6Grow and deployPoint the same engine at the people you already have.
What we commit to
Six promises behind every score.
- The same standard for everyone
- A range on every score
- Evidence behind every number
- Practice never passes as proof
- People make the call
- Your data stays yours
Getting started
Start with one live role. Judge us on it.
- 1Set the bar togetherWe sit with your hiring manager and set the bar for one open role.
- 2Measure your next batchApplicants take the assessment and interview. Your panel spends no hours on it.
- 3Compare against your callsSee the cards next to your team’s own decisions, then decide.
Sample first week: 48 cards ready, 0 panel hours spent.