We're building an assessment layer that scores candidates on two things, separately: can they actually do the job (Work-Fit) and will they thrive in how the company operates (Culture-Fit) through one adaptive AI conversation instead of a DSA round and a gut-feel culture interview.
The core idea: before any assessment exists, a hiring manager defines 4-6 things the hire will really do in their first 90 days. That list becomes the rubric. Candidates get a scoped task built from it (PR review, small build, debug), and an AI asks live follow-ups based on what they actually say so a rehearsed answer breaks on question two.
We deliberately skipped personality tests and generic "culture fit" replaced with structured, evidence-based behavioral scoring, because that's what the research (and the hiring leaders we've talked to) says actually predicts performance and reduces bias.
What we don't have yet, and why we're here: a real rubric built with a real hiring manager. We want to co-define the first 4-6 activity list and value set with a handful of companies actually hiring right now not guess at it ourselves.
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