Hire engineers at
startup speed.
You didn't raise a round to do phone screens. Evy is the AI interviewer that gets real signal on technical depth — probing architecture decisions, debugging instincts, and system-design tradeoffs — so the next person on your floor actually ships.
Every week without an engineer is burned runway.
Your CTO is doing 20 first-rounds a week. Your two senior engineers hate them. You're losing finalists to companies with a 3-week head start. And half the candidates you do get through are running ChatGPT in another tab.
A typical week today
What founder-led hiring actually looks like
- —200 inbound applications. You read maybe 30.
- —CTO blocks 8 hours for first-rounds. Ships nothing on Wednesday.
- —"10 years senior backend" → can't explain why they picked Postgres.
- —A LeetCode hire shows up. Can't reason about a real system.
- —Top finalist takes a competing offer because their loop closed faster.
- —Role is 51 days open. That's $42k of burned runway.
A week with Evy
What your CTO gets back
- Every applicant gets a 30-min technical conversation, day or night.
- "I rebuilt our auth layer" → Evy probes: "Why JWT over sessions? What's the rotation story?"
- Anti-cheat catches the ChatGPT-in-another-tab candidates. You see the receipts.
- Only the top 15% reach your senior eng. They never see a bad first-round again.
- Loop closes in 5 days, not 3 weeks. You stop losing finalists to bigger names.
- CTO ships on Wednesday. Senior engineers stop quietly resenting hiring.
Not LeetCode theatre.
Engineering judgment.
A puzzle pass tells you nothing about whether someone can debug your prod outage at 2am. Evy probes the things your senior engineers actually probe: why did you pick this, what would you do differently, what's the failure mode — and follows up when an answer is surface-level.
- → Architecture: data model tradeoffs, consistency vs availability, blast-radius thinking
- → Debugging: hypothesis-first thinking, instrumentation instinct, narrowing the search
- → System design: scaling pressure points, sync vs async, what to defer
- → Code judgment: when to abstract, when to inline, when to throw it away
- → For design/PM/GTM: portfolio probing, scoping reasoning, customer-truth questions
You said your last team rebuilt the auth layer. Why JWT over server sessions?
Stateless, scales horizontally, no session store to manage.
Right — and how do you handle revocation? Say a token leaks.
Short-lived access tokens, refresh tokens with rotation, plus a revocation list keyed by jti for the worst case.
Good. So now you've reintroduced state — that revocation list. How do you keep it small?
Bound it to access-token TTL, evict on expiry. So you only carry the in-flight bad tokens.
Last one — what would you do differently if you rebuilt it today?
candidate is responding
Catch the cheaters.
We're the only screening tool built to defend against the way candidates actually cheat in 2026 — AI overlays, ChatGPT in another tab, a friend whispering off-camera, a phone propped behind the laptop. If it's a form of cheating, Evy is built to catch it.
We pair eye tracking, screen recording, camera recording, and full-page activity detection with adaptive probing — so you get the closest thing to an in-person interview, with the receipts to back every flag.
Recruit like you have a team you don't have yet.
You don't have a recruiter. You don't have a Head of People. You have a Notion doc, two co-founders, and 200 inbound applications you haven't read. Evy gives you the structured loop a Series C company runs — without the headcount.
Structured loop, day one
Pick from 60+ founder-validated rubrics — Senior Backend, Founding Designer, Forward-Deployed Eng, GTM #1 — or write your own in 4 minutes.
- · Calibrated scoring rubric
- · Anti-bias structured by default
- · Audit trail on every interview
Candidate experience that doesn't lose finalists
Branded interview page. Conversational, not interrogation. Same-day response. NPS 70+.
- · NPS 70+ from candidates
- · Branded to your company
- · Optional human-alternative path
Works with what you have
Plugs into Greenhouse, Ashby, Gem, Lever — or just send a link from a Notion page or Twitter DM.
- · Native Greenhouse / Ashby / Gem
- · Slack delivery on every interview
- · Embed link, no login wall
Application to onsite, in 5 days.
Pick the role
60+ founder-validated rubrics — or upload your own.
Auto-screen every applicant
Greenhouse / Ashby / Gem fires Evy on "applied". 30-min adaptive interview.
Evy probes the work
Architecture, debugging, system design. Adaptive follow-ups. Integrity flags raised on the spot.
CTO sees only top 15%
Scorecards in Slack, transcripts in your ATS. Pre-read in 90 seconds.
Built for the startup hiring stack
Show your board the math.
Founders don't recommend tools lightly.
We hired our first 4 engineers without a recruiter, without a Head of People, and without my co-founder doing a single phone screen.
Evy probes harder than I do. Caught a 'staff engineer' who couldn't explain why they picked their own tech stack. Saved us a hire.
Cut our time-to-first-interview from 8 days to 18 hours. Stopped losing finalists to bigger names.
The integrity dashboard is the killer feature. We caught two AI-overlay candidates the same week.
Senior eng got their Wednesdays back. That alone is worth the price.
We don't have a recruiter. Evy is our recruiter. The loop feels like a Series C company built it.
Worth more than 90% of our SaaS bill combined. We re-upped before the trial ended.
Saved roughly 14 weeks of runway across our last 3 hires. Math is brutal in our favor.
I never realized how much my CTO hated phone screens until I took them off his plate. Morale is up across the team.
Evy adapts mid-interview better than most senior engineers. The follow-ups are exactly what I'd ask.
We hired our first 4 engineers without a recruiter, without a Head of People, and without my co-founder doing a single phone screen.
Evy probes harder than I do. Caught a 'staff engineer' who couldn't explain why they picked their own tech stack. Saved us a hire.
Cut our time-to-first-interview from 8 days to 18 hours. Stopped losing finalists to bigger names.
The integrity dashboard is the killer feature. We caught two AI-overlay candidates the same week.
Senior eng got their Wednesdays back. That alone is worth the price.
We don't have a recruiter. Evy is our recruiter. The loop feels like a Series C company built it.
Worth more than 90% of our SaaS bill combined. We re-upped before the trial ended.
Saved roughly 14 weeks of runway across our last 3 hires. Math is brutal in our favor.
I never realized how much my CTO hated phone screens until I took them off his plate. Morale is up across the team.
Evy adapts mid-interview better than most senior engineers. The follow-ups are exactly what I'd ask.
The Founder FAQ.
Is Evy enterprise-only? We're a 12-person startup.
How does Evy actually probe technical depth — what stops it from being a chatbot?
Will Evy auto-reject candidates? I want to make every call.
How does the anti-cheat work? Is it invasive?
We don't have an ATS. Can we still use Evy?
What's the candidate experience like? I don't want to lose finalists.
How long does it take to set up?
Pricing for a 10-person startup?
Stop burning runway. Hire faster.
15-minute call with a founder who's built this. We'll walk through your loop and tell you straight up if Evy fits.