An extra layer of diligence for junior hiring.
At the junior level, strong candidates can be difficult to distinguish on CV alone. We didn't want to just use brand names as a proxy for competency. We wanted to see how a candidate thinks – under pressure, on the problems the job throws up daily.
An interactive, voice-based interview conducted by an AI agent, not a multiple-choice quiz. It works through real PE problems: paper LBOs, quality-of-earnings bridges, unit economics, returns and cohort maths. It probes the reasoning behind each answer, just as a human interviewer would. In thirty minutes, it builds a picture no CV can.
Three things, weighted to what matters on the buy-side: technical capability – the modelling, accounting and returns mechanics the role demands; commercial judgement – whether a candidate can move from the maths to a defensible view; and communication – how clearly they structure an answer and reason out loud under pressure.
A clear, comparable report on every candidate: an overall score, a breakdown by competency, and a question-by-question view of where they were strong and where they struggled. It's the kind of insight that would normally take several interview rounds to build, without costing your investment team an afternoon.
Each assessment is monitored throughout, and browser activity is locked to keep it secure, with any integrity concerns flagged in the report. The result is a more objective, like-for-like benchmark across the whole shortlist.
Two things, really. It protects your team’s time, so the hiring team only sit down with candidates who’ve already demonstrated their ability. And it means no strong candidate slips through on a thin CV, and no polished one advances on charm alone.