Video interview
$55per interview
A one-hour recorded interview, reviewed by an engineer.
- Use our interview scripts or your own
- Assessment of technical skills, communication, and time management
- Recordings and reviewer notes shared with you
Tech hiring is broken.
Strong résumés. Weak interviews. Hours your engineers won’t get back.
We screen candidates on realistic engineering problems and give you a shortlist worth talking to. Video interviews reviewed by engineers, with an optional technical interview led personally by Reuben.
We reduce your funnel by 90%.
Spend your team’s interview time on the strongest candidates. Here’s how we narrow the field.
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1. Application review
We review applications against your requirements and check that candidates have followed the application instructions. Your engineers don’t have to sort through the initial pile.
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2. Video interview
Candidates record themselves solving practical problems on our platform. Senior technical staff review the recordings and assess their reasoning, implementation, and communication.
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3. CTO interview
Reuben can interview finalists personally to explore their technical depth and suitability for your team. Or take the shortlist and run the remaining interviews yourself.
Pay for interviews. Keep the hire.
No retainers. No salary markups. Choose how much of the interview process you want us to handle.
CTO interview
$300per interview
An optional one- to two-hour technical interview with Reuben.
- Questions tailored to your stack and priorities
- Led by a startup CTO with hundreds of hires
- Recordings and written evaluations shared with you
Your branding
$250one-time setup
Optional branding for your interview platform.
- Your own domain
- Your logo
- Custom backgrounds on the landing page and videos
What might one hire cost?
For example, 25 candidates take two video interviews each. Six progress to a CTO interview, and three reach your final interviews.
- 50 video interviews × $55
- $2,750
- 6 CTO interviews × $300
- $1,800
- Total screening cost
- $4,550
Illustrative, not a fixed price per hire. Excludes your team’s interview time and optional branding setup.
Questions about the process
What does a typical hire cost?
It depends on the role and how many candidates you screen. As an example, 25 candidates taking two video interviews each costs $2,750. Six CTO interviews add $1,800, for a total of $4,550. You then interview the final three candidates for fit.
This is an example, not a fixed price per hire. Your team’s interview time and the optional $250 branding setup are separate.
Is Upwork worth using?
Yes, there are capable engineers on Upwork, but sorting through applications takes time. We help screen for the skills and working style your team needs, whether candidates come from Upwork or another source.
What tech stacks can you interview for?
We tailor practical video interviews to the stack you’re hiring for. CTO interviews go deeper into that technology and test how candidates approach unfamiliar problems. We agree the scope with you before interviewing.
What should we look for beyond stack experience?
Look for engineering judgment, communication, and the ability to learn. Years with a particular framework can be useful, but they don’t tell you how someone investigates a bug, makes a design decision, or checks their own solution.
Specialist roles still need specialist knowledge. We help you distinguish those requirements from skills a strong engineer can pick up on the job.
Why video interviews instead of take-home tests?
A finished submission doesn’t tell you who wrote it or how it was produced. Video lets us see candidates solve realistic problems, explain their decisions, and use their tools, including AI.
We assess how candidates use AI and whether they can understand, verify, and improve its output.
Why not use an online coding-test platform?
We want to see how candidates develop software in their own IDE, with the tools they normally use. Realistic tasks give us more useful evidence of day-to-day engineering ability than puzzle questions in an unfamiliar test environment.
Should we hire quickly and evaluate on the job?
That can work, but a small team pays for repeated onboarding, supervision, and disruption when a hire doesn’t work out. It can also put off strong candidates who would need to leave a stable role.
A focused technical screen gives you evidence before making that commitment. Your final interviews can then concentrate on fit and how you’ll work together.
Who do you need to hire?
Tell us about the role, your stack, and where the current process is falling short.