01
Create an eval
Define the role, the judgment traits that matter, and the memo prompt candidates should answer.
Verdict turns that setup into a structured eval instead of a loose interview loop.
Your best candidate is hiding in plain sight. verdict helps you find them.
See how verdict compares to other methods
Signal qualityReveals actual judgment, not performance
Speed to hireTime from role creation to offer accepted
Role specificityAdapts to what this job actually needs
Depth of thinkingSurfaces trade-offs and second-order reasoning
Low Candidate frictionEffort required from candidate to apply
ScaleHandles volume without degrading quality
Verdict combines high signal quality, bias resistance, role specificity, evaluator speed, and scale.
How verdict works
Three steps from role open to ranked shortlist. No scheduling, no gut calls, no wasted loops.
02
Candidate submits memo
Candidates respond with written reasoning, tradeoffs, assumptions, and decisions in one focused artifact.
The memo gives every candidate the same surface area to show how they think.
03
Get a ranked leaderboard
Verdict evaluates the memos against your traits and ranks candidates by role-specific signal.
You see the strongest candidates first, with the evidence that explains why.
From 200 applicants to the 5 worth meeting.
Verdict turns a messy applicant pool into a ranked, filterable, evidence-backed shortlist before your calendar gets touched.
01
Build the eval on your requirements.
You define the role, traits, requirements, and the judgment calls a great hire must get right.
02
Every applicant applies through it.
200 candidates answer the same role-specific scenario, so everyone is judged on the same signal.
03
The leaderboard becomes your hiring map.
Filter for the exact group you want: strongest judgment, best taste, highest ownership, lowest risk.
04
Use MCP to dig deeper.
Pressure-test the top candidates, compare evidence, find hidden strengths, and expose polished weak answers.
05
Interview only the top 3-5.
You walk into every call with the evidence, risks, and follow-up questions already in front of you.
Every candidate ranked against each other, not just a rubric.
Verdict runs 1v1 comparisons across the full pool. The leaderboard reflects how candidates perform relative to each other, so your top five are actually your top five.
Output leaderboard
20 candidatesRankCandidateScore
01Mina C.1488
02Amara S.1442
03Leah N.1398
04Nico V.1367
05Theo R.1324
06Iris W.1296
07Drew K.1278
08Sofia M.1259
09Jonah P.1238
10Priya A.1211
11Evan L.1198
12Mara J.1180
13Caleb Q.1164
14Rina H.1149
15Owen T.1131
16Nadia F.1118
17Mateo G.1097
18June B.1082
19Arun D.1058
20Tessa Y.1039
Six stages became two.
Resume screens, phone screens, take-homes, early calibration calls, gone. Verdict collapses them into one role-specific eval so your first live conversation is already a confirmation, not a discovery.
Previous workflow
Resume
Screening
Interview
Culture fit
Founder round
Hire
New workflow
Final top 5 interview
Hire
5 -> 2
stages removed
Resume screens and early calibration calls collapse into one role-specific eval.
10x
faster shortlist
The team gets ranked evidence before scheduling interviews, not after a week of calls.
80%
fewer live loops
Interviews move from broad discovery to focused confirmation of already-seen work.
100%
pool-ranked
Every candidate is compared against the same pool instead of a generic rubric in isolation.
verdict is best for judgment-heavy hires.
Use it when the real signal is how someone thinks, chooses, explains, and owns the work.
Taste
Judgment
Reasoning
Ownership
Tradeoffs
Hidden talent
Any judgment call can become an eval.
Every founder has a hiring instinct they can't fully articulate. Verdict turns it into a structured scenario so the person who tops the leaderboard exactly fits your requirements.
EngineeringPast work
EvalThe proudest build
Walk me through the best thing you've ever shipped. The constraints you were working under, the calls you made, and what you'd do differently now.
ownershiparchitectureshipping judgment
EngineeringScenario
EvalThe day one
You have the repo, a Figma file, and two weeks. No specs, no onboarding, no hand-holding. What do you do first and what do you deliberately ignore?
prioritizationinitiativeshipping judgment
GrowthTaste
EvalThe best product
Pick a product that gets everything right. Not popular right now. Tell me exactly why.
product judgmentsystem thinkingtaste
ProductScenario
EvalThe kill decision
A feature users love is eating 30% of engineering time and moving zero retention metrics. Nobody wants to own the call. Can they kill it?
prioritizationclarityconviction
LeadershipTaste
EvalThe bad hire tell
What's the earliest signal that someone isn't working out? Not the obvious one. The one most managers miss.
pattern recog.self-awarenessteam design
StrategyBelief
EvalThe unpopular opinion
What do you believe about your craft that most people in your field would disagree with? Defend it.
convictionfirst principlesintellectual honesty
AnyPast work
EvalThe constraint masterpiece
Tell me about your best work done under the worst conditions. What did the constraints force you to figure out that you never would have otherwise?
resourcefulnesscreativityresilience
Ask your AI if verdict fits this role.
Give it the role and workflow. Let it pressure-test the fit.
