For startups hiring in India
A structured, recorded, transcribed first interview for everyone who applies — conducted for you, and handed back as something you can read in four minutes.
Sit one yourself, the way your candidates will — about 10 minutes, no account. We email you the report.
A pilot means you send a job description and we send back a link to share with your applicants.
Strong on metrics, hedged on trade-offs
Concrete examples; thin on prioritisation
Answered four of six in depth
Sorted by when they finished, not by score. Illustrative — your list comes from the job description you send.
Send the posting you already wrote. The questions are generated from it, so a backend role and a business-analyst role get genuinely different interviews.
A vague answer gets probed on the vague part, the way your own first round would. That is what separates this from a form with a webcam on it.
A transcript and per-question notes for every candidate. Read the ones worth reading. Nothing is ranked, filtered or rejected on your behalf.
Your company is named, consent is taken before recording, and there is a DPDP data processing agreement ready for your counsel before you commit.
Most of this category oversells. Here is what this will not do for you, so you can decide before a call rather than after one.
No shortlist, no pass mark, no recommendation. You decide, from the transcript.
No identity verification, no cheating detection. A spoken, adaptive interview is harder to fake than a written test, and that is the honest claim.
They have not been validated against job performance. They are for reading, not for filtering, and they should never be the deciding factor in a hire.
It replaces the first thirty minutes you spend finding out whether someone is worth a real conversation.
Two free steps before any money changes hands, then one payment for a block of interviews. No subscription, no per-seat licence, nothing to cancel.
Step one
Try it yourself
Sit one interview the way a candidate would, and read your own report. About 10 minutes.
Step two
Pilot
Send us a job description you are hiring for. We set up a link you share with applicants, and you read the reports.
or email gandotravaibhav486@gmail.com
After that
Interview pack
50 first rounds you do not have to sit. Used whenever you are hiring — they do not expire at the end of a month.
Priced per interview, at a fraction of one recruiter fee — the number is in the FAQ.
You send the job description for a role you are actually hiring for. We generate the interview from it and send you back a link. You share that link with applicants, they sit the interview in their own time, and the reports come to you. Nothing to install, no account for the candidate, and the first two are free. Setup is a reply to an email, usually the same day.
₹25,000 for 50 interviews— ₹500 per candidate. One payment, no subscription, no per-seat licence, and the interviews do not expire at the end of a month.
For scale: a recruiter placing a single fresher in India typically charges 8–16% of first-year CTC, which on a ₹6L role is ₹50,000 or more — for one hire. This is a first round for fifty people, for half of that.
You try it yourself free, then run a pilot on two real candidates free, before any of it applies.
No, and it is built so it cannot. Nothing is ranked, scored against anyone else, or recommended. You get a transcript and per-question notes for each person, listed by when they finished, and you mark them yourself. Every hiring decision stays yours— that is a deliberate design choice, and it is written into the contract.
No, and we will not pretend otherwise — there is no identity check and no cheating detection. What makes it harder to fake than a written test is that it is spoken and adaptive: the follow-up refers to what the candidate just said, so reading from a second screen tends to show. Treat it as a structured first round, not as an exam.
Before anything is recorded, the candidate is told your company by name, that their audio and periodic still images are captured, that you will see the recording, transcript and report, how long it is kept, and how to withdraw. They consent to that explicitly, or the interview does not start. They are not shown the reference answers their responses are compared against.
Under the DPDP Act you are the Data Fiduciary and we are your Data Processor, so there is a data processing agreement covering purpose limitation, retention, erasure and breach notification — ask and we will send it before you commit to anything. Candidate data is used only to run your interviews and produce your reports. It is never used to train models or to improve our own question bank.
A reply to an email. You send the job description, you get back a link. Nothing to install, and your candidates do not need an account with us to sit the interview.
The questions are generated from your job description, so the role is whatever you are hiring for. It is strongest on roles where the first round is a conversation — analyst, product, consulting, business and operations, support, sales, and engineering roles where you want to hear someone explain their work rather than watch them type.
Reading, not filtering. They describe how an answer came across. They have not been validated against job performance, and they should never be the deciding factor in a hire. The transcript and the notes are the part worth your time — the numbers are context for them, not a verdict.