Stop hiring people who interview well and underperform.
AI interview co-pilot for hiring managers. Generate structured interview guides, score candidates consistently, and ship hire/no-hire decisions in days instead of weeks — without rebuilding your ATS.
Works alongside Greenhouse, Lever, Ashby, or whatever ATS you're already on.
In trial with
Hiring is broken from the manager's side.
Recruiters have 50+ tools. Hiring managers get bolted into the ATS and asked to be experts in something they do twice a year.
No structure
Every hiring manager uses a different rubric. Calibration meetings devolve into vibes.
Slow loops
Panel debriefs take 4 days. By the time you decide, the candidate has another offer.
Bad signals
Charisma wins over substance. You hire who interviewed well, not who'll perform.
What you get
Six things that sit alongside your ATS and give every hiring manager the same structured interview brain.
AI interview guides per role
Paste the JD → get a structured guide: behavioral questions per competency, technical depth checks, red-flag probes, and ideal-answer rubric. No more winging it.
Candidate ranking view
Compare candidates apples-to-apples across all interviewers. AI surfaces who scored consistently strong vs. who got carried by one champion.
Panel feedback synthesis
Each interviewer drops 3-bullet feedback. SignalRoster rolls it up into a calibration-ready summary with agreement/disagreement flagged. No more 4-day debrief threads.
Reference check automation
AI drafts the reference outreach, runs the call via async questions, summarizes the answers. 2-week reference loops → 48 hours.
Offer modeling
What does the market actually pay for this role in this geo at this level? Pull a defensible band before the negotiation conversation, not after.
Works with your ATS
Sits alongside Greenhouse, Lever, Ashby, Workday, or none of them. No rip-and-replace. Your recruiter pipeline doesn't change — what HMs do AFTER the resume hits their inbox changes.
The outcome we sell, not the tools:
Hiring decisions in 3 days instead of 3 weeks. Calibration scores that agree across the panel. A reason — backed by evidence — for every yes and every no.
See it on your own roles.
15 min, no slides. Bring one open JD and I'll show you the interview guide it generates plus a calibration walkthrough.