Koynfeedo runs structured technical and behavioral rounds on your behalf — calibrated to your bar, delivered with a written scorecard and honest feedback for every candidate. You still make the hiring call.
Structured rounds · Calibrated interviewers · Scorecards you can stand behind
“Do you just do coding tests?” No. We handle the whole round, against a rubric we agree with you upfront, delivered by interviewers who do this every day.
Live rounds that probe how a candidate actually reasons — not just whether they memorised the answer to a puzzle.
Depth-appropriate architecture conversations that surface trade-off thinking, scale awareness and clarity of communication.
Structured behavioral interviews that capture real examples and evidence — respectful, consistent, and comparable across candidates.
When rounds depend on who was available, how their morning went, and whether they like the same stack as the candidate, you are not measuring the candidate — you are measuring the interview. We fix that with structure.
Our approachBefore running a single round, our interviewers are calibrated to your rubric — what a 3 versus a 5 looks like, with real examples.
Your engineers stop losing whole days to interviews and get back to shipping the product they were hired to build.
A structured rubric means we score the skill — not the accent, the college pedigree, or a two-minute gut feeling.
Evidence-backed scorecards mean your decision rests on what the candidate actually did — not a vague feeling nobody can explain later.
People assume outsourcing interviews must be complicated to set up. It isn't.
We sit with you to nail down the role, the must-have skills and the bar, then shape the rubric together. Usually one focused call — and where most of the value is created.
Our calibrated interviewer runs the live round with your candidate. We keep it structured, probe where it matters, and keep the experience clear and respectful.
Within hours you get a structured scorecard: ratings per rubric area, direct quotes and examples, a clear hire / no-hire recommendation, and the reasoning.
When everyone reads the same evidence instead of trading impressions, the argument ends. We don't promise a magic multiplier — but “fewer arguments, faster decisions, fairer rounds” is a pattern we see again and again.
Talk to us about a pilotWe'll run the first-round technical interviews for your next few candidates, calibrated to your bar, and hand you a structured scorecard for each. No long contract, no pressure.