Scheduled, live
Human-led
A live in-browser video round with your rubric on screen. Two candidates seen by two different people stay comparable, because both are scored on the same dimensions.
For startups & small product / GCC teams
early access
A technical interview platform for
faster, more consistent hiring.
A hiring platform for teams without one. Structured jobs and rubrics, an interviewer panel, AI-assisted screening, an in-platform debrief with side-by-side scorecards, and a pipeline that ties the whole loop together.
Early access. Be one of the first teams. Bring your existing job descriptions and start.
Four
round formats
Human-led, AI-led, human with AI assist, or async AI video — chosen per round, not per company.
16
tracks, 100 curated questions
Backend, system design, ML, DevOps, security, behavioural and more, each with a private grading rubric.
Six
anti-cheat signals
Tab-switch, multi-face, ID check, room scan, copy-paste limits and a rolling suspicion score.
01 — The problem
From ad-hoc calls to a real hiring process
Today
- Ad-hoc interviews in Google Meet. Engineers lose hours of work
- Rubrics live in people’s heads: every interviewer scores differently
- Feedback in Slack DMs and Notion docs. Nobody can see the pipeline
- Debriefs anchored by whoever speaks first; the decision drifts for days
With LogicWiz
- Standardised, rubric-driven rounds: every interviewer scores the same dimensions
- AI-assisted screening for high-volume roles, so humans focus on the shortlist
- An in-platform debrief: independent scoring first, side-by-side after, decision recorded
- Pipeline view, recruiter analytics, and the whole candidate record in one place
Live in days, not months.
02 — How it works
One loop, from the first question to the recorded decision
STEP ONE
The round runs, and scores itself as it goes
An AI-led round asks its own questions and adapts each follow-up to the answer it just heard, scoring against your rubric turn by turn rather than at the end. A human-led round is the same screen with your interviewer driving and the rubric on the right. Either way the output is the same shape, so two candidates seen two different ways stay comparable.
Anti-cheat runs alongside, configurable per round: tab-switch, multi-face, ID check, room scan, copy-paste limits, and a rolling suspicion score. Recruiters get the full violation timeline on the report.
STEP TWO
Everyone scores alone before anyone sees the room
The debrief happens inside the platform. Each evaluator submits privately, and the side-by-side grid stays locked until the last one is in — so the loudest voice cannot set the anchor. When it unlocks, disagreements are highlighted rather than smoothed over, because a two-point gap on one dimension is the most useful thing in the room.
The designated hiring manager records advance, reject or hold, and that decision writes straight through to the candidate’s pipeline entry.
STEP THREE
The pipeline is the source of truth, not a Notion page
Every candidate sits in one stage with their rounds, scorecards, recordings and decision attached. Scope the board to a single job or the whole org, and read the funnel, time-in-stage and source mix from the analytics view instead of reconstructing them from memory at the end of the quarter.
Already on Greenhouse? The connector pushes scorecards and decisions out and pulls jobs and candidates in, so this sits beside your ATS instead of fighting it.
03 — Formats
Four round formats, chosen per stage
Screening and final rounds do not need the same thing. Every round on a job is configured independently, so AI handles volume where it helps and humans stay in the room where it matters.
Scheduled, live
AI-led
The AI conducts the round, asks follow-ups based on the answers, and produces a scored report. Useful at the top of the funnel, where volume otherwise forces you to reject on résumé alone.
Scheduled, live
Human with AI assist
Your interviewer leads while an inline assistant suggests follow-ups and keeps the notes, so they can listen instead of typing.
On their own time
Async AI video
The candidate records answers any time before the deadline and the AI scores them. No scheduling, and someone in another timezone is not quietly disadvantaged.
04 — What you get
Twelve things, working on day one
Everything listed here is shipped today. Anything still coming is flagged as such during the demo.
Set up the loop
Structured jobs & rubrics
Multi-round jobs with per-round rubric dimensions, weights and seed questions. Import from a LinkedIn or Naukri URL.
Interviewer panel + approvals
A vetted interviewer pool with domains and availability, plus a recruiter → hiring manager → finance approval chain on offers.
AI interview lab
Design and rehearse AI-led rounds: pick the track, level and mistake-mode, and dry-run it before a real candidate sees it.
Resume parsing + bulk invite
Drop in a CSV, DOCX or PDF of candidates. Each is parsed into a structured record and given a pipeline entry.
Run the rounds
Live in-browser interviews
WebRTC mesh with a TURN relay, so video works behind corporate firewalls. Shared code editor, chat, screen-share, draggable self-view.
Async AI video interviews
The candidate opens a link before the deadline and records answers. The AI scores them; the recruiter gets per-question playback.
Anti-cheat per session
Tab-switch, multi-face, ID check, room scan, copy-paste limits and suspicion-score tracking. Configurable per round.
Calendar + meeting links
Connect Microsoft 365 or Google Workspace and interviews land as proper Teams or Google Meet events.
Decide and track
In-platform hiring debrief
Independent scoring per interviewer, a side-by-side grid that unlocks only once everyone submits, and the decision recorded to the candidate.
Pipeline & analytics
A kanban-style pipeline scoped per job or across the org, with a recruiter dashboard for funnel, time-in-stage and source mix.
Branded career site
A public /careers/<your-slug> page per organisation. Candidates apply straight into your pipeline.
Greenhouse ATS connector
Push scorecards and decisions to Greenhouse and pull job and candidate data back in, over webhooks.
05 — Fit
Built for teams hiring without a hiring team
✓ A good fit if
You are hiring engineers without a dedicated recruiting function; your interviews run as ad-hoc calls with the rubric in someone’s head; and your debriefs are the loudest voice winning. You want structured scorecards, an audit trail, and enough automation at the top of the funnel that you can actually reply to every applicant.
– Probably not yet if
You need a full applicant tracking system as your system of record: Interviews integrates with an ATS rather than replacing one. If you hire across hundreds of roles a month in non-technical functions, an enterprise suite will fit you better than this will.
For candidates
Interviewing, not hiring?
Practise against the same AI interviewer that hiring teams run, on your own, for free. Every session ends with a scored report that says where the answer was strong and where it was thin — not a number with nothing behind it.
- 100 curated questions across 16 tracks — backend, system design, ML, DevOps, SQL, security, behavioural and more
- Up to 10 AI practice sessions a day, free, in mock-interview or spot-the-mistake mode
- A skill dashboard that tracks your last five sessions against the five before them
Practice is entirely yours. It is separate from any company’s hiring process, and nothing you practise is ever shared with an employer.
06 — Pricing
Pricing tailored to your team
Plans are sized to your seats and interview volume, so you only pay for the hiring you actually run. Book a demo and we’ll put together a quote for your team. Candidate practice stays free.
Common questions
Who is LogicWiz Interviews for?
Early-stage startups and small product / GCC teams hiring engineers without a dedicated hiring platform. If interviews run as ad-hoc Google Meet calls with rubrics in people’s heads, this is the upgrade.
What is a hiring debrief and why does it matter?
It is the post-interview meeting where the panel decides advance / reject / hold. LogicWiz runs it inside the platform with anti-anchored independent scoring: each evaluator submits privately first, and the side-by-side view unlocks only after everyone submits. More on why this matters and how to run one even without software: How to Run a Hiring Debrief.
Does the AI conduct the interview by itself?
It can. Each round can be human-led, AI-led, human-with-AI-assist, or async AI video. Pick the format that suits the role and stage.
How do you prevent cheating in live interviews?
Configurable anti-cheat per session: tab-switch, multi-face, ID check, room scan, copy-paste limits, suspicion-score tracking. Recruiters see the full violation timeline on the report.
Can interviewers join from anywhere?
Yes. WebRTC with a TURN relay, so the call works behind corporate firewalls. Microsoft Teams and Google Meet integration if your team prefers its existing meeting tool.
Can candidates practise on LogicWiz?
Yes, and it is free. Candidates sign up on their own and run AI mock interviews against 100 curated questions across 16 tracks, from backend and system design to ML and behavioural. Each session ends with a scored report. Practice is separate from any company’s hiring process and is never shared with employers.
What does it cost?
Pricing is tailored to your team: sized to your seats and interview volume. Book a demo and we’ll share a quote for your hiring cadence. Candidate practice is free.