How it works
From role requirements to a better next conversation.
A guided workflow that makes the role, the candidate experience, and the evidence visible. Scroll through each step below.
01 · Define the role
Start with the work, not just the title.
Bring a job description, the stack, and the engineering work this person will actually do. Agree on two or three competencies the first screen needs to establish.
Role priorities
A short, agreed statement of the work and the evidence the hiring team needs.
02 · Calibrate the screen
Make the standard visible.
Review the task scope, allowed tools, intended duration, and evaluation criteria. Confirm what the task does not assess before inviting candidates.
Assessment blueprint
A role-aligned task and a consistent evaluation standard for the cohort.
03 · Invite candidates
Set expectations before the session.
Give candidates clear instructions about the work, permitted AI assistance, evidence collection, time expectations, and how to ask for help.
Candidate invitation
A transparent brief, not a surprise test. Confirm actual duration and operational policies during pilot setup.
04 · Complete the work
Observe choices, not just output.
Candidates work in the codebase, then discuss their important implementation and verification decisions. The follow-up explores their submitted work and the areas of uncertainty.
Connected evidence
Code changes, executed checks, and a technical discussion grounded in the same task.
05 · Review the evidence
Start the next conversation informed.
Review competency findings and supporting evidence. Investigate uncertainty, compare the output with your current screen, and decide whether the workflow earns a place in your hiring process.
Hiring-team evidence brief
Demonstrated strengths, unresolved risks, and focused questions for human follow-up.
Candidate experience
No guessing what the test expects.
Candidates deserve a clear explanation of the task, permitted tools, what is collected, and how the evidence is used. An assessment should ask for relevant work, not reward guessing the evaluator’s preferences.
See the candidate-facing principlesA better first screen. A better next conversation.
See what engineering evidence could look like for your next hire.