Paste the job
1Senior Backend Engineer
Go + Postgres, leads a small team.
GoPostgresSystem design
Resume a draftStart from a suggestionWritten in your own words
— 4 open decisions found —
Anyone can do the task. Few make the call.
Paste the job. NorthAssay interviews candidates live on the judgment calls it leaves open, following up on what they actually say. Know who’s right for a freelance or remote job you’ll never watch them do.
northassay · scoreboard
Demo: NorthAssay reads a role brief, reasons through it step by step, drafts a tailored assessment you can review and save, then scores candidates with rationale you can read, requirement by requirement.
Built to make a hiring decision you can defend.
01
Technical screening
Multiple-choice built from the job's real trade-offs — every wrong answer is a weak approach someone actually takes.
02
Live interview
A live interview that follows up on what they say, with criteria drawn from the calls the job leaves open.
03
Judgment under ambiguity
Written prompts that put candidates inside a real open decision, not a puzzle with one answer.
04
Evidence you can read
The verbatim quote, the finding, and where nothing was established.
A real video interview that asks the second question.
Catch the red flags. Keep the call.
Monitoring and integrity signals run alongside every assessment — always advisory, never automated.
- Monitored assessments: periodic screen and camera stills, on any invite.
- Integrity signals: tab-away, paste, screenshot, and rapid answers.
- Always advisory, never automated. The decision stays yours.
Send an assessment by email, or open it to a link.
Email someone directly and they go straight in. Share an open link and you approve each person who asks.
- Invite by email, or share one open link for a job post.
- Approve link arrivals yourself — nobody starts unannounced.
- Monitoring is set per role — it applies to every invite type.
From the job post to the evidence, in three steps.
Confirm the calls
34 open decisions- Ship fast or ship safe?Speculative
- Own the on-call rota?Inferred
- Rewrite or extend payments?In the brief
- Mentor two juniors?In the brief
Edit a decisionDiscardConfirm 4 decisions— 4 decisions confirmed —
Read the evidence
3Evidence by requirement- PNPriya N.92
- SKSam K.88
- MLMei L.81
Invite by linkSend an emailRead what was established— end of list —
The questions you’re already asking.
- Fair. It finds the calls your brief leaves open and shows you the evidence. You decide, and you can override any score.
- Neither do we. Assessments are clearly authored. The video interview is opt-in and upfront.
- Yours. We don’t train shared models on it. Ask us and we’ll export or delete it.
- Where you hire matters. You make the hiring decision, not the model. Candidates are told: “An AI scores your answers. A person on the hiring team reviews them and makes every decision. Nothing here rejects you automatically.” NYC’s Local Law 144 also wants a bias audit you commission.
- We’ve limited it, not measured it. The scorer never receives a name, photo or country, and interviews are scored from the transcript as text.
- As long as the role does. They are kept for as long as the hiring team keeps your application on file, and deleted when they delete your record — the same statement the consent screen shows the candidate before anything is captured.
- It tests the opposite thing. A skills test asks whether someone can do the task. This asks which call they’d make when the brief doesn’t say.
- Then you’ll see exactly where. Every decision is graded by where it came from — in the brief, inferred, or speculative — and you confirm or edit each one before anything is built.
- There’s a score, and it isn’t the answer. Assessments are scored, but the judgment evidence never rolls into that number — you read the quote and the finding per requirement.
See what your job description leaves open.
Paste a job post. NorthAssay shows you the calls it leaves open before it builds anything. No credit card, no sales call.
NorthAssay
4 open decisions · confirmed
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