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A solid, reusable loop for hiring backend engineers: a quick screen, a system-design Round, and a coding Round, with the bar rising as candidates advance and a human approving before the last step.

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Step 1 — Build the Interviewers (once)

Reuse the Friendly Screener across every Role — backend, frontend, data, anything. That’s the point of Interviewers being separate from Roles.

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Step 2 — Create the Role

Role: Senior Backend Engineer
  • Objective: “Can this person own backend system design and ship correct, maintainable services?”
  • Skills: Go, PostgreSQL, Distributed Systems, APIs, Kafka
  • Use case: Hiring

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Step 3 — Add the Rounds

The rising pass mark (60 → 75 → 80) filters progressively, and reviewer approval before the final keeps a human in the loop where it matters.

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Step 4 — Add candidates and go

Add candidates to the Role (or share its apply link). Upload resumes so the AI can reference real projects — and so the applications page can rank candidates by interview score with CV match as the tiebreaker.
Turn on coding for the Coding Round so candidates write and run real code during the interview, not just talk about it.

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Variations

  • Junior role? Drop the System Design Round and lower pass marks (50 / 65).
  • Take-home instead of live coding? Swap the Coding Round’s type to an async assessment and let the Coding Interviewer review the submission.
Last modified on June 30, 2026