Define. Validate. Measure. Decide.
Paste your JD to see the behavioral demands behind it. Non-standard titles like 'Founding Product Leader' get automatically translated to standard occupational codes, so the analysis is grounded in real data.
The tool checks your JD for culture signals, team signals, and day-to-day signals. If anything is thin or contradictory, it warns you and explains what's missing. Most tools skip this entirely.
A 7-minute behavioral scan for candidates. No right answers, no way to game it. Forced-choice preferences measured on the same dimensions as your brief.
Evidence-based interview guide and scoring. Every score traced to source. Trade-offs for every strength. Tailored interview questions for each candidate.
Before generating a brief, we scan for culture signals, team signals, and day-to-day signals. If the JD is thin on any of these, the tool warns you and explains what's missing. Then AI cross-references six sources to find the dimensions that matter.
AI reading for behavioral signals
Same title, different company = different brief
This role is mostly...
The pace is...
These two answers shift the brief more than most JD paragraphs
Setting your own direction
Navigating without a clear plan
Deciding before all the data is in
Convincing people who don't report to you
Rapid focus shifts
5 dimensions, tailored to this role
All in plain English. A PM doesn't need the same dimensions as a data scientist.
Setting your own direction
Less alignment with team direction
Navigating without a clear plan
Can miss details by moving too fast
Deciding before all the data is in
Bias toward speed means less time validating
Convincing people who don't report to you
Energy spent persuading, not executing
Rapid focus shifts
Less depth on any single task
Long stretches of solo focus
May miss collaborative opportunities
Navigating competing demands from different people
Decision fatigue from constant prioritization
Finding new ways when the obvious path is blocked
May over-complicate simple problems
Following the system, every time
Slower adaptation when rules change
Working within rules that slow things down
Frustration when exceptions are needed
Carrying other people's growth
Less time for your own technical work
Being 'on' for people outside the company
Social energy drain over time
Staying hands-on while doing everything else
Harder to delegate as scope grows
Thinking long-term while putting out fires
Pulled between strategy and tactics
Walking into disagreements instead of around them
Can create friction even when right
5 of 15 dimensions active
Their preferences get measured on the same dimensions as your brief.
This is a quick way to understand how you naturally prefer to work.
No trick questions, no right or wrong answers.
Ranked candidates, fit scores, trade-offs, and a tailored interview question for every person.
How every score traces back to evidence
JD phrase
“working closely with engineering, design, data science”
Dimension
Convincing people who don't report to you
Demand level
Candidate score
85th percentile
Interview question
Describe a time you influenced engineering to adopt an approach they resisted, without formal authority.
2 minutes. Free. No signup.
