Hire on real work,
not polished resumes.
Phrontier scores candidates on what they've actually built. Every interview, every decision, and every outcome trains the system, so the next hire is sharper than the last.
Hiring is the highest-stakes decision a team makes, and the one made with the least real signal.
AI tools have flattened resumes and prep. Hiring managers are flying blind, falling back to brand names and keywords, rejecting their best candidate without knowing it. The bigger problem is what happens after: learnings end up in Slack threads, panel notes, and people's heads, never in a system.
of resumes are now AI-generated or AI-polished. What's on paper isn't who they are.
of new hires turn out to be a poor fit within 18 months. Brand names and keywords don't predict performance.
of teams run hiring across spreadsheets, email and notes. Learnings vanish into Slack threads.
Match on real work. Validate with your team. Learn from every outcome.
Three loops working together: Extraction, Execution, Evolution. They turn every hire into compounding institutional memory, so the next match is sharper than the last.
Pull what they've actually built. Score it.
Work history, code commits, in-platform assessments, projects, and full interview transcripts, all measured against the seven categories that define fit.
The co-pilot runs the rest.
Outreach, scheduling, follow-ups, feedback. You focus on the call.
- Sourcing & outreach
- Interview scheduling
- Notetaker & transcripts
- Feedback synthesis
Every decision trains the system.
The full record (transcripts, feedback, outcomes) feeds back into the system. The next hire is sharper.
"Built on evidence. Run by agents. Remembers every outcome."
Seven categories. One common hiring language.
Every panelist, every recruiter, every hiring manager scoring against the same rubric. The end of “I just have a good feeling about them.”
Core Knowledge
Does the candidate actually know the domain, or just the keywords? We surface depth from code, written work, and answers under pressure.
From sourcing to retention, one loop, not five tools.
Point tools optimize a step. Phrontier replaces the workflow, and the parts that normally vanish into people's heads now live in a system.
Source from real work
Pull code, projects, written work, and assessments. Score each candidate against your role's evidence rubric.
Run AI interviews
Voice-first interviews adapt to each candidate. Full transcripts feed back into the seven-category rubric.
Co-pilot runs the workflow
Outreach, scheduling, panelist coordination, feedback synthesis. Your team focuses on the decision.
Decision with evidence
Every panelist sees the same rubric, the same artifacts, the same rationale. Hire on receipts, not vibes.
Outcomes feed memory
Performance, promotion, retention. Every signal trains the system. Next match is sharper.
What changes for your team on day one.
Phrontier replaces the parts of hiring that don't scale: the gut calls, the lost notes, the guesswork. Here's what your team feels in the first 30 days.
Cut time-to-decision in half.
Evidence reports replace the back-and-forth between recruiter, panelist, and hiring manager. Everyone reviews the same artifacts, scored against the same rubric.
Spot the real candidate, every time.
When resumes look identical, what they've actually shipped, written, and said in interviews is the only thing left that's real. We surface it for you.
Every hire makes the next one sharper.
Outcomes from your hires feed back into the system. Six months in, Phrontier knows what a great hire looks like for your team, not just any team.
Built for the new compliance bar.
Every AI-assisted decision has documented evidence, a reviewable rubric, and a human in the loop. FCRA, NYC LL 144, and EU AI Act ready out of the box.
One language across every panelist. Defensible decisions, every cycle.
Hire on technical signal that's actually verified, not vibes from a 45-minute screen.
Stop being the bottleneck. Phrontier runs the workflow so you only join for the call.
One product. Three ways to start.
Self-serve to team plans. Grows with seat count and feature depth, never with friction.
For small teams hiring 1–2 roles a month.
- AI interviews · 10/mo
- Evidence reports
- Notetaker & transcripts
- 1 hiring seat
For mid-market technical hiring teams. Our wedge.
- Everything in Starter
- Co-pilot workflow automation
- Seven-category rubric
- Up to 10 hiring seats
- ATS integrations
- Institutional memory
Volume hiring, SSO, dedicated support.
- Everything in Team
- SSO · SCIM
- Custom evidence rubrics
- Dedicated CS manager
- Procurement & DPA
Stop guessing. Start hiring on receipts.
See how Phrontier surfaces the real signal hidden in your candidates' work, and turns every hire into compounding institutional memory.
- Live evidence report on a real candidate
- Co-pilot scheduling + outreach demo
- Seven-category rubric tailored to your role
- Compliance & audit trail walkthrough