T5, the Viteles Five
Every assessment has exactly five sections. The structure never changes; the content is generated for each role.
Experience & Relevance
typical weight 15%Relevant work history, ownership, project complexity, seniority evidence. "Tell me about the most complex system you personally owned."
Core Knowledge
typical weight 20%Role fundamentals and required technologies, probed conversationally, one level deeper than the candidate's claims.
Applied Reasoning
typical weight 25%Diagnosis, decomposition, tradeoffs. "P99 doubled overnight with no deploy, talk me through your first thirty minutes."
Role Simulation
typical weight 25%A realistic incident or decision for this exact role, with complications introduced mid-scenario to observe re-planning.
Judgment & Communication
typical weight 15%Clarity, decision quality, prioritization, professional judgment, measured across the whole conversation, not a trivia section.
Adaptive, not scripted
The interviewer follows evidence. If you mention PostgreSQL, the next question is about your PostgreSQL, not item #7 on a list.
Rubric-first
The scoring rubric is approved before any candidate starts. Questions vary; the evaluation dimensions never do. That's what makes candidates comparable.
Quality-controlled scoring
Interviews are scored against your pre-approved rubric, with additional quality review before any recommendation reaches your shortlist.
Voice-first, zero scheduling
Candidates start when ready and finish in ~35 minutes. No calendars, no recruiters, no timezone Tetris.