Customer story · B2B SaaS · 50–200 engineers
Finally replaced our panel interview with something we trust.
We stopped asking about inverting binary trees three years ago and still hadn't replaced the signal. Thinqr is the first thing that actually measures how our engineers work now that AI is in the loop.
— VP Engineering, Series B fintech
Interviewer hours saved per hire
Post-hire regret reduction
Candidate NPS lift
Full case study coming soon. This is a placeholder drawn from design-partner feedback.
The problem
Before Thinqr, our panel interviews were eating 6+ hours of senior engineer time per hire. We had a rubric, but everyone scored against it differently. Our post-hire regret rate was stuck around 32%, and we couldn’t tell you why for any given hire.
The introduction of AI tools made it all worse — we couldn’t agree on whether to ban them, allow them, or measure them. We tried each, and none produced a usable signal.
What we changed
We rolled out Thinqr as the sole technical screen for a cohort of senior backend hires. One scenario, one workspace, AI tools encouraged, scoring against our existing rubric.
The orchestrator ran the interview; our senior engineers reviewed the replays async.
What happened
- Senior engineer time dropped 3× — from ~6 hours per hire to ~2.
- Debriefs became substantive — reviewers argued about evidence on a timeline, not memories.
- Post-hire surprises went down — we could see the signal now, instead of guessing at it.
- Candidate NPS jumped 42 points — people actually liked the experience.
We’re expanding Thinqr to all technical screens this quarter.