Is the free plan enough to actually hire someone?

For one role at a time, yes. It sends real assessments, scores the answers and holds a small team. What it caps is volume and seats, and the scale above shows exactly where the caps sit.

How long does setup take?

Starting from a template, about as long as it takes to read the questions and decide they fit. Writing your own takes an afternoon, which is the same afternoon you would otherwise spend inventing interview questions.

Will candidates put up with a task before a conversation?

The ones you want usually prefer it. A short task on their own time fits around a current job better than a phone screen in office hours, and it lets them show the work rather than describe it.

What happens when we outgrow it?

You move one step up the scale and nothing is rebuilt. The assessments, the answers and the scores stay where they are; the account gets more seats and more room.

For startups

Hiring when there is no hiring team

At this size the person running the process is also the person doing the job you are hiring for. The cost that matters is not the subscription, it is your afternoons.

Start free See the plans

Two founders sharing one laptop in a small loft office.

Seats included on Starter

What hiring feels like at this size

The sentences we hear from founders, and what changes when a short task goes in front of the interview.

What you say

What changes

What you say: I have a sprint to finish and eight interviews this week.
What changes: Every candidate does the same short task on their own time. You read the scored answers in one sitting and interview the two or three that earned it.
What you say: I am the only one deciding, and I know my gut is not a process.
What changes: The criteria are written before anyone applies, and every answer is scored against them with the reasoning beside it. Your gut gets a second opinion it can argue with.
What you say: We cannot justify another subscription before the hire is even made.
What changes: The free plan sends real assessments and collects answers, with no card. If the role closes inside the month, you paid nothing.
What you say: I do not have time to write interview questions from scratch.
What changes: Start from a template built from the work of the role, read its questions on the page, and change what does not fit.

What you get at this size

Read from the plan limits the product enforces, not from a sales table. If a limit changes, this changes with it.

Switched on at this size

Roles, so a reviewer is not an adminSwitched on here
Your logo and colours on what the candidate seesFrom Growing businesses
Analytics beyond the basicsFrom Growing businesses
Priority supportFrom Growing businesses
Single sign-onFrom Enterprise
A named account managerFrom Enterprise
A service level agreement, written into the contractFrom Enterprise

A startup interviews a handful of people for a role that will shape the next year of the codebase, and the person doing the interviewing has a sprint to finish. The usual answer is to interview fast and trust your read, which is the method the research ranks lowest.

Read the full argument

A short structured task in front of the interview inverts the cost. Everyone who applies does the same work, on their own time, and you spend your hour on the two people whose answers were worth reading. The setup is once; the saving repeats per candidate.

The plans at this size are built for one or two people running it themselves, which is the honest shape of a startup hiring process.

The same opening, run two ways

What a week of screening looks like by calls, and what it looks like with a task first.

Screening by calls

1Read every CV
2Book screening calls
3Take the calls
4Compare notes from memory
5Pick who to interview

A task first

1Send one link to everyone
2Read the scored answers
3Interview the few who earned it

The expensive step, your hour with a candidate, moves to the end and happens with fewer people. Nothing about the task is new; the order is.

How it runs when it is just you

Three steps, none of them a meeting. The first one is the only one that costs an afternoon, and you do it once.

1
Pick an assessment built from the work
Start from a template for the role or write the questions yourself. Either way you decide what a good answer contains before anyone has applied.
2
Send one link to everyone who applies
Every candidate gets the same task, on their own time. Nothing to schedule and nobody to chase for a calendar slot.
3
Read the two answers worth an hour
Each answer comes back scored against the criteria you set. You open the ones at the top first and spend the interview on what they wrote.

Assessments to start from at this size

Picked from the catalog because the plans at this size can send them. Each one links to the questions a candidate would read, so you can judge it before you sign up.

See all assessments

Questions we get at this size

Is the free plan enough to actually hire someone?
For one role at a time, yes. It sends real assessments, scores the answers and holds a small team. What it caps is volume and seats, and the scale above shows exactly where the caps sit.
How long does setup take?
Starting from a template, about as long as it takes to read the questions and decide they fit. Writing your own takes an afternoon, which is the same afternoon you would otherwise spend inventing interview questions.
Will candidates put up with a task before a conversation?
The ones you want usually prefer it. A short task on their own time fits around a current job better than a phone screen in office hours, and it lets them show the work rather than describe it.
What happens when we outgrow it?
You move one step up the scale and nothing is rebuilt. The assessments, the answers and the scores stay where they are; the account gets more seats and more room.

Set it up once, before the next role opens

The free plan is enough to run the first structured task. If it saves you an afternoon, the next step up is priced for a team that is still small.