EMPLOYER FAQ

How do we know your candidates are good?

We use real interview data from high-bar practice interviews conducted on our platform with experienced technical interviewers from top companies like FAANG and similar-tier organizations. You'll only speak with our best people, and we expect they will convert 3X better than other sources (including internal referrals).

That said, we don't screen for culture fit, communication style, or alignment with your company's specific values. You should still run candidates through your normal interview process to evaluate these important factors. Think of us as having done the technical validation for you, so you can focus your energy on assessing fit and selling great candidates on your company.

How do I connect with candidates?

As part of onboarding, you’ll tell us whom to connect candidates to. We recommend that it’s a hiring manager so you can move quickly – these are the best of the best, and they tend to get picked up fast. But we defer to you on whom to introduce them to.

Then, we publish your listing. Only qualified candidates will be able to see it.

After it’s live, interested candidates will request intros to you. Everything is candidate-driven, which means you only speak to people who are genuinely interested in your company.

You really have senior people? Isn't interview practice something that's mainly interesting to junior candidates?

Technical interviewing is scary and hard for everyone. We get a lot of senior engineers signing up in large part because they're senior. Imagine you've been at Google or Facebook for a number of years and are starting to think about your next job. You've been on the interviewer side of technical interviews a lot, but it's been a while since you've been an interviewee, and all that nice algorithmic stuff you were so good at in college just isn't top of mind anymore. And you're freaked out a bit because there's so much sparkle around your employer's brand that it's going to be embarrassing to bomb the first few warm-up interviews you'll inevitably do.

Before interviewing.io, you'd probably schedule some throwaway interview with companies you didn't care about and hope for the best. With interviewing.io, you can schedule a bunch of anonymous practice without anyone judging you while you warm up.

As one of our very senior users put it recently,

I think your product is fantastic. It's been ~7 years since I was last on this side of the interviewing table, so this is a very nice way to test the waters a bit as I decide on the next steps for my career. I highly value the anonymity.

The other reason senior candidates like us is that we make it so much easier for them to line up interviews once they're warmed up. Instead of applying online, digging up old recruiter emails, or haranguing their friends for referrals, they can quickly and easily skip to the technical phone screen, saving them weeks of time.

Are your candidates actively looking?

Yes, overwhelmingly so! The honest truth is that interview practice just isn’t that riveting. We’ve seen time and time again that when people are practicing, it means they’re already looking or about to start.

Who are you, and why are you working on this?

We want engineering hiring to not suck. Aline (our founder) first got the idea for interviewing.io after realizing that in an engineering resume, where someone went to school isn’t important at all, whereas things like typos and grammatical errors are. To make sure she wasn’t crazy, she showed a bunch of anonymized resumes to recruiters and hiring managers, and it turned out that no one could agree on what a good candidate looked like in the first place. This seemed absurd, given how heavily companies generally rely on pedigree when deciding whom to let in the door.

Finding great talent shouldn’t be that hard, and when you look past the resume and focus on what someone can actually do, something magical starts to happen -- all of a sudden, there’s no tradeoff between an efficient hiring process and an inclusive, unbiased one. We’ve built a company around the idea that efficiency, merit, and fairness go hand in hand, and we’re here to get you the absolute best people, fast, in a way that you can feel good about.

How much does it cost?

Our pricing is simple: $500/month and 10% of first year’s base salary on hire. That's typically half of what agencies charge, with way better results.