Generic prompts
The candidate is tested on a bank your team does not run.
Hiring and assessment
Interviews from how you work.
Generated from your own knowledge and scored against how your organization actually works.
01
Banks that are not your work.
Interview question banks have nothing to do with how the company actually works.
Nothing held back
Nobody has set what must never be revealed.
Two score systems
The hire is scored one way. The employee is scored another.
Before
A rented bank asks clever questions. Nobody knows if the person can do this job, here.
After
The interview is built from your knowledge, with a never-reveal list, on the same scale as employees.
02
The loop for this team.
Set the job. Set the exclusions. Run the interview. Score on the employee scale. Keep candidate data out.
From your knowledge
Name the work. It pulls in what teaches it and what it depends on.
Under a minute
An interview can be spun up in under a minute because the knowledge is already there.
Same engine as vivas
Spoken oral exams for employees use the same engine.
- Job description and your knowledge
- Never-reveal list
- Spoken questions and pads
- Score on the employee scale
- Candidate data kept separate
03
What the interview covers.
Resume fit, spoken questions, a live coding pad, and a case-study pad.
Resume against the job
Resume fit is read against the job description you actually use.
Adaptive spoken questions
Spoken questions adapt. The candidate talks through the work.
Two pads
A live coding pad where they talk through their reasoning, and a case-study pad.
04
Exclusions and integrity signals.
The hiring manager sets what must never be revealed.
Never reveal
Performance figures and exact specs stay off the table when you say so.
Integrity signals
Enough signals to catch cheating, even after the fact. That is the whole claim.
Grounded prompts
Every interview prompt ties to the exact sources it came from. Permissions are respected.
- Role
- Support engineer
- Built from
- Support handbook · Incident runbooks
- Never reveal
- Performance figures · Exact specs
- Returns
- Skill profile · Job fit · Integrity signals
05
Same scale, separate catalog.
Candidates and employees are scored on the same scale. Candidate data stays out of the employee skill catalog.
Same scale
A hire and a teammate can be read against the same concepts.
Separate catalog
Candidate data does not land in the employee skill catalog.
What you get back
A skill profile, job-fit alignment, and integrity signals.
06
What this team uses.
Fathom runs the interview. Corpus is the work the interview is built from.
Fathom
The same engine as courses and vivas, pointed at hiring.
Corpus
Your procedures, systems, and owners. Nothing invented for the prompt.
Isolation when needed
Candidate work can sit in a fully isolated space.
07
What to measure.
Fit to your work, not fit to a rented bank.
Built from your knowledge
Whether the interview traces to how you actually work.
Exclusions held
Whether the never-reveal list was honored.
Same scale used
Whether the candidate was scored the way employees are scored.
Catalogs unmixed
Whether candidate data stayed out of the employee skill catalog.
Questions people ask.
Do you sell a generic question bank?
No. Interviews are generated from your own knowledge and scored against how you work.
Can we hide figures and specs?
Yes. The hiring manager sets what must never be revealed.
Are interviews cheat-proof?
No. There are enough signals to catch cheating, even after the fact. That is the claim.
Do candidates enter the employee catalog?
No. Candidate data stays out of the employee skill catalog.
How fast can we stand one up?
Under a minute, if the knowledge is already in Corpus.