Skip the interview loop. Run a structured evaluation period instead — real work, weekly check-ins, the same rubric for every candidate. By day 90, you're not guessing.
Pick the role you're hiring for. On the left, what a candidate says in an interview. On the right, what you'd see in their evaluation period — same person, observable work.
Same structure for every candidate. Same rubric, same weekly cadence, same auditable record. So when you're choosing between three people at the end, you're comparing real work — not how three different interviews went.
Same structure for every candidate. Same rubric.
Pairpath evaluates any role where the work is observable — across engineering, sales, product, design, data, and operations. The rubric flexes; the structure doesn't.
Don't see your role? Custom roles are part of the Scale plan — we'll build the rubric with you.
Pick the role. Drag the slider. The numbers do the pitching — fitting, because we won't.
Choose a role and salary band.
Flat annual pricing. No per-hire success fees. Recovered on your first prevented mis-hire.
All plans · billed annually · evaluation stipends billed at cost
The next résumé on your desk is a claim. Make them prove it.
