Eight minutes with a hiring manager built from the real job description — they follow up, and they interrupt. Then every claim they couldn't verify, and a second attempt.
Built for engineers moving into global teams. English, voice, desktop.
An interviewer with a goal of their own, and information you don't have. What they press on next depends on your last answer.Every claim marked held up, partly held or didn't hold — pinned to the sentence where you said it.Run the failure point again side by side, then prove the same behavior in a scenario you never practiced.
The loop
Every session runs the same four stages. The last one is the point: improvement you can observe, not advice you nod along to.
Your resume and the real job description.
An interviewer with a goal, private information, and resistance.
Judged against a rubric, quoting what you actually said.
Run the failure point again, then prove it holds somewhere new.
What you get back
Not a transcript dump and not a grade. Every claim you made comes back marked proven, partial or unproven, pinned to the sentence where it happened — with a task for each one that didn't land.
We migrated the whole payment system to microservices.
Nobody can tell whether you designed that migration, ran it, or supported someone who did.
On the retryName the service you owned and the decision you drove, in the first 20 seconds.
Kafka was more scalable than the old queue.
That's a conclusion, not a decision. Without the failure mode, it reads as a preference.
On the retrySay what the old queue failed at, and why Kafka fit that specific failure.
Performance improved significantly.
You named the direction but not the size. Unquantified results read as unmeasured.
On the retryGive a metric and a range you can defend. An honest estimate beats an invented number.
North star
The test isn't a score. It's whether the behavior shows up next time — in a scenario you never practiced, or in the room that actually counts.
Early access
We onboard a small group at a time, starting with people who have a real job description and an interview inside 30 days.
Teams can bring their own scenarios, rubrics and real cases — pick Hiring or L&D team.
