Hire wired people
Understand how candidates think before deciding who to interview
- 10 minutes voice
- Detailed cognitive reports
- 67% fewer interviews
See beyond the CV
10 minutes, one consistent experience, a clearer shortlist
How they think
See how candidates approach a problem, make decisions and sit with doubt
How they respond
See their reasoning as it happens, not the version they write on a CV
Who moves forward
Turn a pile of applicants into a shortlist that is worth interviewing
Fewer interviews per hire
Screening makes the first cut
How screening works
Four steps from application to interview
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Step 1
Invite
Send one link to every applicant
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Step 2
Interview
A 10-minute voice interview, in one sitting
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Step 3
Report
One comparable report per candidate
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Step 4
Shortlist
You see who is worth interviewing
For teams that hire for how people think
High-volume hiring
When hundreds of applications turn an opening into a screening operation
Competitive roles
When a strong CV still will not tell you who is going to perform
Early-stage teams
When every hire counts double and there is no time for endless rounds
Specialist roles
When how someone approaches a problem matters as much as the work history behind them, and a CV shows only one of the two
Graduate and entry-level hiring
When experience tells you very little, and the only thing separating two applicants is the way each of them thinks
Does this replace interviews?
No. The scan is designed for the screening stage, helping you decide who is worth interviewing.
How long does it take?
About 10 minutes per candidate.
What do candidates have to do?
They complete a short interactive experience built around situations that reveal how they approach different problems and decisions.
Is it a personality test?
No. The focus is on how candidates think and respond, rather than simply asking them to describe themselves.
When should we use it?
At the beginning of the hiring funnel, before investing significant recruiter or interviewer time.
What do we get at the end?
A clearer basis for deciding which candidates should move forward.
Can candidates prepare for it?
The experience is designed to capture how people respond in the moment, rather than how well they can prepare conventional application materials.