Interview Engine
Every role gets the interview it deserves. Every candidate gets the same bar.
One engine runs every Recio interview — tuned to the role you're hiring, the stack your team runs, and the level you need.
The roles you're hiring. Not a generic ‘tech screen.’
A title you don't see here? Roles that share an engine share its rigor — adding one takes minutes, not months. Ask us.
It interviews the way your best interviewer does. Every time.
It reads the résumé like a skeptic.
Claims are parsed, checked for internal consistency, then tested live — one layer deeper than the candidate prepared for. Specific, lived-in answers hold up. Rehearsed ones don't.
It finds the real stack.
Your JD says AWS required? The interview holds that line and probes transfer skills if they're a GCP native. Any cloud accepted? They're tested in the one they actually know. Nobody scores lower for using a tool you said was fine.
It goes as deep as the role needs.
Technical questions at the right depth, production scenarios with real trade-offs, and hands-on labs — weighted to what your JD says matters.
It adapts, but never lowers the bar.
Same competencies, same difficulty, same rubric for every candidate at a given role and level. Only the surface questions change — so answers can't leak and prep sites can't game it.
A junior and a staff engineer shouldn't get the same interview.
Recio calibrates to experience — 0–2, 2–5, 5–8, or 8–12 years. Early-career candidates get fundamentals and a guided lab. Senior candidates get architecture, production judgment, and harder labs with briefs that are deliberately incomplete — because at that level, not asking the right questions is the red flag. Scoring shifts the same way: recall matters less as level rises; design and judgment matter more.
Fundamentals
Fundamentals and a guided lab.
Depth
Real production depth, more hands-on work.
Architecture
Architecture, trade-offs, harder labs.
Judgment
Deliberately incomplete briefs — asking the right questions is the test.
Two guardrails no polished answer can talk past.
If résumé claims fall apart under live probing, the recommendation is capped and flagged for your review — no matter how strong the rest looked. Serious or repeated fabrication ends it.
If a skill your JD marks critical comes in below the bar, a high average can't hide it. This stops the ‘great on paper, can't do the core job’ hire.
Guardrails catch the two failures a plain average misses: dishonesty, and a missing core skill.