For 50–200 person startups hiring engineers.
Every candidate interviewed. Every verdict defensible.
Zero senior-engineer hours burned.
Talyn runs an adaptive AI interview — a real conversation and a live work-sample — on every inbound candidate, and hands you a ranked shortlist with plain-language verdicts and the verbatim evidence behind each one. We interview everyone. We shortlist the ones who earned it. We show our work.
Free to run a real role past your first candidates. No card.
Cast a wide net or hold an impossible line — Talyn absorbs the trade so your engineers never feel it. Three named settings you can agree in a kickoff call, and the funnel shows you what each one costs before a single candidate starts.
Balanced: Standard screen. Solid shortlist, standard bar.
Somewhere in your “no” pile is a senior engineer with a two-year gap and a chip on their shoulder. A non-traditional path. A thin-looking résumé. The kinds of candidates naive filters reject to ration a recruiter’s time. Talyn interviews them anyway — and when it finds real signal, it puts the save front and center.
Cut for a two-year gap by every résumé filter. The interview found senior-level signal instead.
Strong candidates get stretched to their ceiling. Off-days get a fair second shot. Nobody hides. It doesn’t skim a résumé and it doesn’t take shortcuts — it sits down, does the work, and logs every single move. The candidate never sees the mechanism; you see all of it.
When a candidate is cruising, the work-sample gets harder — a deeper version of the same problem, tighter constraints. Depth beyond the question’s scope raises the bar, and the log records why.
When an answer is thin, the interview offers another angle — same warmth, same phrasing as an escalation, so no one can tell which way they just moved. A recovery counts. A third thin answer doesn’t.
The reason companies reject on résumé is arithmetic, not belief: nobody has two hundred engineer-hours to give a first-round screen. Talyn removes the arithmetic. Every applicant gets a real, deep interview, and each one runs only as long as it takes for more questions to stop changing the answer — so the candidate who proves it early gets their evening back, and the one genuinely on the line gets the extra time it takes to be fair.
212 applicants at 45 minutes each. Nobody has that, so most get rejected on a résumé instead of interviewed.
All 212 get a real interview. Your engineers read the shortlist, and nothing before it.
The same slot for the candidate who proved it in ten minutes and the one who needed thirty.
Senior-level depth by the third answer, unprompted. Another twenty minutes would not have changed the verdict.
Two thin answers, then a real recovery. This is the one run you must not cut short — so it goes longest.
Core skill absent across three different angles. Ending early is the kind thing to do, not the cheap one.
The marker is the point where more questions stopped changing the verdict. That is what ends the interview — not a timer, and not a question count.
illustrativeYou won’t re-review a single candidate. Ranked rows, a one-line verdict naming the bar they cleared, and a click-to-open log of every escalation and lifeline. Rejections that hold up under scrutiny — evidence, verbatim, on demand.
Cleared Screen Hard. Escalated twice; held up through both with senior-level depth.
A résumé filter is the same on day one and day one thousand. Talyn is not. Your team tells it who the standard is and why, records what actually happened to each person, and the bar your roles are held to gets more precisely yours with every run — an asset that lives in your organization and nowhere else.
Point at people you would hire again for this role and say, in a sentence, why they are the bar. That sentence is the criterion; the résumé is only evidence of what it means.
Those examples calibrate how deep counts as strong for your roles — never as a template to match, and never rewarding a similar employer, school, title or career path.
Advanced, rejected, hired. The outcome sits against the verdict that predicted it, so the bar you are holding people to is one you can audit rather than assume.
Calibration is scoped to your organization. It does not leak into a shared model and no competitor inherits it — the definition of good you have built is an asset only you hold.
What this is not: a model quietly training on your candidates. The loop is one your team drives on purpose — you say what strong means here, and every interview is read against it. Nothing about a candidate is used to calibrate another organization’s bar.
Everyone who applies gets a real conversation instead of silence. That is the part your employer brand actually notices — and the reason the shortlist is worth having.
No recording yourself for a camera. A conversation, written or spoken, and one piece of hands-on work.
A weak first answer earns another angle at the same problem — phrased exactly like an escalation, so nobody can tell which way they just moved.
Not four unpaid hours on a Saturday. It ends when the signal is clear, whichever way it went.
How Talyn screens people without becoming the filter it replaces →
Talyn is the step between “applied” and “worth an engineer’s hour.” A link goes out with your job post; a shortlist comes back. Hiring managers read a verdict and its evidence on a shared link without an account, so nothing about your existing pipeline has to move.
Paste a job description. Talyn builds the screen and gives you a careers link to post anywhere you already post.
Candidates interview when they open the link. Nobody schedules anything.
A ranked shortlist, and a shareable verdict link per candidate for the hiring manager who has no account.
Machines take the floor.
Humans take the ceiling.
Talyn does the screening no one has time to do by hand, and hands the judgment back to a person — with the full picture, not a score.