Technical Interviewing Services
You know what talent looks like. Your interviews don't. Let's fix that.
Interviewer Training
Your engineering culture is solid. You know who you want to hire. But your interviewers can't consistently assess technical seniority. Juniors come across as seniors. Seniors get rejected as mid-level. And you don't realize the misclassification until a month in; when it's too late.
The problem isn't your hiring bar. It's not your interview questions. It's that your interviewers (who are great engineers) don't know how to calibrate what they're seeing in an interview.
How it works:
Calibration Workshop
We review recent hires and rejections together. What did you see in the interview? What showed up in reality? We identify the gaps in calibration: where your interviewers' assessment diverges from actual performance.
Interview Shadowing & Feedback
I observe interviews. Afterward, I coach the interviewer on what they missed, what they misread, how to spot the signals that actually matter.
Ongoing Refinement
We debrief candidates together. Over time, your team learns to see seniority more accurately.
What you get
Interviewers who consistently identify actual skill levels. Fewer misclassifications. Better hires from day one.
Interview Process Design
You moved too slow, and good candidates went elsewhere. So you tried going faster and ended up hiring the wrong people. Now you're stuck: speed or accuracy, pick one.
But the real problem isn't that trade-off. It's that your hiring pipeline has too much friction. Too many rounds. Too much back-and-forth between people. Too much discussion about candidates who should've been filtered earlier.
I review your entire process; from initial outreach to offer. Identify where you're slow. Identify where you're adding no value. Help you streamline without sacrificing judgment.
How it works:
Process Audit
Walk through your hiring flow. What are all the steps? Where do candidates get stuck? Where do internal teams get stuck?
Bottleneck Identification
Some steps are necessary. Others are just... there. We figure out which is which.
Redesign & Streamline
We rebuild the process. Fewer steps. Faster feedback loops. Candidates move through faster. Your team makes decisions quicker.
Implementation Support
We roll it out, refine based on feedback, make it stick.
What you get
A hiring process that moves. Candidates who don't accept elsewhere while waiting. Better candidates who actually want to work with you because the experience was respectful and fast.
Building Your Interview Team
Your candidates on Glassdoor and TeamBlind are saying your interviews are unrealistic. Your interviewers are frustrated. And your internal reviews suggest the problem is inconsistency; some interviewers are calibrated, others are... not.
Here's the thing: just because someone is a great engineer doesn't mean they're a great interviewer. Actually, often the opposite. Your best engineers might be your worst interviewers.
You need the right people conducting interviews; and they need training to get even better.
How it works:
Observe & Assess
I shadow your interview process. Watch who's interviewing, how they're conducting interviews, what's landing and what's not.
Identify Your Interview Team
We talk with TA, debrief with interviewers. Figure out who has natural interviewing instincts and who doesn't. Not a judgment on their engineering; just on interviewing.
Train the Right People
With your identified interview team, we work through what makes a realistic, fair, calibrated interview. How to spot technical depth. How to ask questions that matter. How to give candidates a fair shot.
What you get
A dedicated interview team who's actually good at interviewing. Realistic, fair interview experience. Better reviews from candidates. Better hiring decisions.
Not sure which one is your problem?
Honestly, they often overlap. Let's talk through what's actually broken for you.
Let's talk about your hiring