Hiring decisions still ride on the weakest signals.
Teams spend fortunes on hiring, then decide from résumés, referrals, and how someone came across in a 45-minute chat. The signal is thin, inconsistent, and impossible to compare fairly.
Résumés measure claims, not capability.
A polished CV tells you where someone worked, not whether they can do the work you're hiring for.
Interviews are inconsistent by design.
Different interviewers, different questions, different bars. Two strong candidates get judged on entirely different conversations.
Gut feel doesn't scale, or defend.
When a hire goes wrong, there's no evidence trail to learn from. When it goes right, you can't reproduce why.
Evidence on capability before the offer goes out.
upHire replaces the parts of hiring that are guesswork with demonstrated, comparable, cited evidence.
Recruiters and hiring managers keep arguing the same questions.
Who to advance, who to pass, and why. Today those answers come from notes and impressions. When every candidate demonstrates skill on the same structured interview, the answers come from evidence.
From open role to evidence-ranked shortlist.
Post the role, invite candidates, and let structured interviews do the first pass. Your team reviews a shortlist ranked on demonstrated skill, not the order applications arrived.
Define the role's skills
Pick the skills the role actually needs. upHire builds a structured interview that probes exactly those.
Invite candidates async
Candidates complete a ~25-minute adaptive interview on their own time. No scheduling, no coordination overhead.
Score on evidence
Each candidate gets a role-fit level, detected gaps, and cited evidence from what they demonstrated.
Review a ranked shortlist
Your pipeline ranks on capability. Hiring managers review the top of the list with evidence, not a stack of PDFs.
Reach for upHire when…
You don't need to change your whole hiring stack. Start on one role where a fair, evidence-based first pass would save the most time.
High-volume roles.
When hundreds apply, let structured interviews surface the genuinely capable shortlist automatically.
Skills you can't easily judge.
Hiring for a skill your team is thin on? Get an objective read instead of hoping the interviewer knows what good looks like.
Calibrating a hiring panel.
Give every interviewer the same rubric and evidence so the bar is consistent across the team.
Defending fairness & compliance.
Every decision carries cited evidence, so your process is auditable and bias-resistant by design.
Pricing
Priced per hiring manager seat, not per candidate. Screen as many people as you need.
- Structured skill interviews
- Candidate scoring reports
- Role-fit assessment
- Email support
- Everything in Starter
- Evidence-ranked pipeline
- Pipeline analytics
- ATS integrations
- Interview calibration tools
- Everything in Team
- SSO / SAML
- Custom scoring rubrics
- Talent topology & dedicated CSM
Common questions.
They complete one adaptive, structured interview for the role (~25 minutes) on their own schedule. No proctor, no scheduling. upHire generates a scorecard citing what they demonstrated.
Tests measure one narrow task under artificial conditions. upHire runs a structured skill conversation that adapts to the candidate and covers the real capabilities the role needs, with cited evidence for each.
No. It replaces the inconsistent first pass. Your team spends its live interview time on an evidence-ranked shortlist instead of screening résumés.
Every candidate answers the same structured interview scored on the same rubric, and every decision carries cited evidence. That makes your process more consistent and auditable, not less.
Stop screening résumés. Start ranking on evidence.
Put one role on upHire. Let structured interviews build the shortlist. Interview the people who can actually do the job.
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