Is this candidate better than the engineers you already have?
Abstract scores don't drive decisions. SkillFoundry benchmarks every candidate against your own team, so your hiring committee reasons about a real bar — not a number no one can interpret.
How it works
Your bar, applied to every candidate
Benchmarking turns a raw score into a decision: does this person clear the standard your best engineers set?
Calibrate against your own team
Your engineers run the same assessment once to establish a reference cohort. Candidates are then scored as a percentile against that cohort.
Percentiles, not abstract numbers
"82nd percentile vs. your backend team" means something a hiring committee can act on. A bare 0–100 does not.
Benchmark the dimensions that matter
Compare overall score, individual quality dimensions, and AI-orchestration sub-scores — so you can see exactly where a candidate clears your bar.
Fairness guardrails built in
Comparisons are suppressed on small cohorts and withheld when a built-in adverse-impact check flags a group — protecting you and the candidate.
Candidate vs. your backend team (12 engineers)
Illustrative benchmark. Comparisons require a consented cohort and are suppressed below a minimum size.
Stop debating what a score means
Give your hiring committee a percentile against your own team — and a defensible reason behind every decision.