Standardize how you interview so every manager can make confident, defensible decisions.
Fair evaluation based on skills, not bias. Know exactly what's being assessed and get transparent feedback.
Stop wasting hours creating questions. Use proven frameworks and focus on evaluating talent, not inventing process.
Reduce mis-hires by 90%, cut time-to-hire by 50%, and build a team that drives your mission forward.
Here's why most interviews fail to predict job performance.
Every candidate gets different questions. Evaluations are subjective. Comparing candidates is impossible.
Similar backgrounds, shared interests, first impressions—they all influence decisions more than qualifications.
Great hires happen by chance. Poor hires repeat. There's no feedback loop to learn from past decisions.
Are your questions legal? Are you treating candidates fairly? Without structure, you're flying blind.
Eight principles that transform hiring from art into science—without losing the human touch.
Standardized interview frameworks reduce bias and ensure consistency across all candidates.
Create a level playing field where every candidate is evaluated on merit, not connections or first impressions.
Hire based on actual role requirements and competencies, not gut feelings or proxies.
Assess real, demonstrable skills through practical evaluations and behavioral questions.
Make decisions backed by data, evidence, and multiple perspectives from your hiring team.
Evaluate technical abilities, cultural fit, and growth potential together for holistic assessment.
Stay compliant with labor laws and ethical hiring standards built into every step.
Provide candidates with a transparent, respectful experience that reflects your company values.
A proven process that feels natural, not forced. Get started in minutes, not months.
Start with the competencies that predict success in the role. Use our templates or create custom criteria based on your needs.
Build interview guides with proven questions. Every candidate gets asked the same things, in the same order.
Use standardized rubrics to evaluate responses. Transform gut feelings into quantifiable data.
Track which questions predict performance. Refine your process based on actual hiring outcomes.
Structured interviews aren't a trend—they're proven science from decades of industrial-organizational psychology.
Structured interviews are twice as effective at predicting job performance compared to unstructured ones, leading to significantly better hires.
Implementing structured interviews can reduce unconscious and affinity bias in hiring by up to 85%, promoting equitable opportunities.
By identifying the best-fit candidates, structured interviewing processes significantly improve employee retention and overall team stability.
Be part of the movement to make hiring fairer and more effective.
Request early access and help shape the future of structured interviews.