You're about to hire an SDR based on a 30-minute vibe check called an interview. What if you could watch them actually work the role first?
20-40 min Simulation length | 10 SMBs Initial pilot customers | 6 roles Templates at launch |
OUR TAKE
Compresses enterprise-grade assessment into a no-code tool for small teams, though scoring quality depends heavily on prompt engineering and real-world validation.
The Trends
Skills-based hiring goes mainstream
Skills‑based (skills‑first) hiring is becoming mainstream as recruiters and employers prioritize demonstrated skills over degrees or job titles to widen talent pools and match candidates to roles.1,2,3
Work samples predict performance
Work‑sample tests and realistic job simulations (short, role‑specific assessments) show high predictive validity and are rising as practical, fairer selection tools for hiring.4,5
AI automates assessment creation
AI and generative AI are rapidly integrating into assessment workflows, automating scenario creation, scoring, and candidate triage — while prompting new fairness, auditability, and compliance scrutiny.6,7,8
No-code tools lower barriers
No‑code/low‑code HR and assessment builders (drag‑and‑drop studios and integrations) are lowering the barrier for SMBs to create bespoke, role‑specific simulations without engineering resources.9,10,11
Remote teams adopt async hiring
SMBs and distributed/remote teams are adopting shorter, asynchronous simulations and automated scoring to speed hiring, reduce bias, and scale consistent evaluation across dispersed hiring managers.12,13,14
Your Answer
- A no-code builder lets small hiring teams spin up realistic, role-specific job simulations for SDR, dispatcher, property manager, or support roles in minutes, no assessment expertise required
- Uploading existing scripts, docs, and CRM context auto-generates tailored scenarios, grading rubrics, and red-team edge cases, so every simulation reflects the actual job rather than generic trivia
- Candidates work through a focused 20-40 minute simulation while hiring managers receive scored breakdowns on skills, judgment, and culture fit, replacing gut-feel interviews with objective signal
- Standardized, rubric-based scoring reduces interviewer bias and helps small teams catch bad hires before an expensive onboarding mistake
- Brings enterprise-grade assessment rigor down to a lightweight, affordable tool built for the realities of small business hiring and remote candidate pools
Your Roadmap
- No-code MVP: glue Airtable (data + rubrics) + Typeform or Jotform (candidate UI) + Make/Make.com or Zapier for orchestration; use prompts to a hosted LLM (OpenAI/Anthropic) to generate scenarios from uploaded scripts/docs.
- Build 6 role templates (SDR, dispatcher, property manager, support agent, plus 2 niches) with prebuilt prompts, rubrics, and scoring weights — customers swap in their scripts/CRM snippets.
- Auto-grade: run candidate responses through the LLM to extract behaviors/keywords, map to rubric scores, and store results in Airtable; generate a one-page hiring report PDF with a template engine (PDFMonkey/Docupilot).
- Sell as self-serve subscription + per-sim credits; validate with 10 SMBs by offering free pilots and iterate on templates and scoring thresholds.
What you'll need
- Airtable, Typeform/Jotform, Zapier/Make knowledge (easy to learn via platform docs/tutorials or freelancers on Upwork)
- Access to an LLM API (OpenAI, Anthropic) and ability to write/adjust prompts, if unfamiliar, take a short prompt-engineering course or hire a prompt freelancer.
- Basic UX copy & template design (Figma or Canva) to craft candidate flows.
- Privacy/consent copy and simple data retention policy (use templates from Trust & Safety guides).