An AI interviewer for engineering and technical roles

Engineering first rounds often go to whichever engineer has a free hour, each with favorite questions and a private bar. Two interviewers can talk to the same candidate and walk away with opposite reads, because they asked different things and weighed the answers differently. Generic questions add a newer problem: the more a question resembles something already on the internet, the more an AI assistant can help a candidate answer it, so a polished answer proves less than it used to.

Hure classifies the domain of each role when you author it, and for engineering roles it applies a curated expertise pack, so the interviewer already knows the vocabulary, the themes and the angles worth probing for that kind of job. Follow-ups come only from the techniques you approve for each competency, such as what the candidate personally did, what went wrong or which tradeoff they made. Hure returns to threads the candidate opened earlier and notices when two answers do not line up. The pack shapes how Hure asks and follows up, and scores still come from the sealed rubric alone.

Plain arithmetic for one engineering role, assuming a 45-minute first-round screen run by an engineer. No team's results are in these numbers.

• •120 applicants × 45 minutes = 90 hours of engineer time.
• •90 hours ÷ 40 hours a week = 2.25 working weeks of one engineer away from the product.
• •Screening only 40 of them still costs 40 × 45 minutes = 30 hours.
• •When an AI interviewer runs round one, the engineer hours in that first round are 0, and engineers spend their interview time on the technical round with the shortlist.

Hure is a spoken interview about the candidate's own work. It does not run a coding exercise, a take-home or a system design session, so keep those for the rounds where your engineers meet the shortlist. Hure does not try to detect AI use either: it has no eye tracking and no voice or face analysis, and it judges what candidates say, never how they look or sound. Round one gives you a record of how each candidate reasons about real work, with every score tied to a quote, and a person on your team decides who moves on.