What it does
One hire, four tools
Step through a sample hire, from job description to an evidence-backed evaluation.
Senior backend engineer
Own the payments API end to end. Design services that handle peak traffic, mentor two engineers, and work with product on the roadmap.
- Candidate ALed a payments API rebuild; 6 years backend
- Candidate BStrong systems design; no mentoring yet
- Candidate CFront-end focus; little backend evidence
Tell me about a time an API you owned failed under load.
“Our checkout API timed out during a sale. I added queueing and rate limits, and we held 4× the traffic the next month.”
What would you do differently?
Evidence: “added queueing and rate limits, and we held 4× the traffic” (interview, 12:40)
The hiring team makes the final decision.
Interactive demo with sample data, to show how the system behaves.
The problem
Hiring decisions often rest on scattered notes and memory, which makes candidates slow to compare, decisions hard to defend and the process open to bias.
What we built
One platform where each stage of hiring produces evidence, so the team compares candidates on the same criteria and decides with the facts in front of them.
How it works
- Beacon, a job description generator: a structured job description from a single prompt
- Sift, a CV screener: screens and ranks CVs against the role, with context and evidence
- Scout, an AI interviewer: consistent first-round interviews built from role-specific questions
- Laura, evaluation and comparison: compares candidates using evidence from every interview
- Human interviews run in the same workflow, scored the same way
- A compliance-ready audit trail, with the final decision made by the hiring team
See Hire-a-Mind for yourself
A hiring intelligence platform with evidence behind every score.