Product
Roadmap
UX
Memo-driven hiring for founder-led teams
Scale your team without hiring your way to average.
verdict evaluates every applicant against your standards, ranks qualified candidates into a leaderboard, and lets founders focus where their judgment matters most.
Resume-driven hiring
Pre-AI
Resume filter
Screening call
Deep evaluation
Finalist
Memo-driven hiring
AI Native
Deep evaluation for everyone
Evidence based leaderboard
Interview the best
you no longer have to trade depth
for speed.
DeepShallowEvaluationDepth
SlowerEvaluationSpeedFaster
- take home
- structured interview
- screening call
- 15-minute ai interview
- resume / ats
- verdict.
From 10,000 applicants to the top 100.
verdict turns your hiring standards into a role-specific evaluation, finds the signal in every response, and ranks the candidates who deserve your time.
EVAL BUILDER
Define What Great Looks Like.
Tell verdict what the role requires: judgment, ownership, trade-offs, and any non-negotiables.
Deconstruct Your Best Build: Decisions, Trade-offs & Regrets
Walk through the single best product or 0-to-1 feature you have built. Deconstruct why you built it the way you did: what constraints shaped your decisions, what non-obvious trade-offs you made, what you explicitly chose not to build, and what you would do differently in hindsight.
DimensionS
Product Taste|40First-Principles Architecture|35Ruthless Prioritization|25
EXTRACT
Non-Obvious Trade-offFeatures Deliberately CutCore constraints SolvedPost-Mortem Hindsight
CANDIDATE MEMO
The memo shows how candidates actually think.
Every applicant answers your real scenario in a short memo. verdict highlights their reasoning, trade-offs, and depth so you see who actually gets it.
RC·
Rebuilding onboarding around the real bottleneck
1. The project I owned
At my last company, I rebuilt the onboarding flow after activation stalled at 24%. I started by instrumenting the first-session path before touching the UI because the drop-off looked like a frontend problem but was mostly missing product feedback when setup failed. That changed the project from a visual redesign into a clearer recovery path for new users.
2. The trade-off I made
We could have polished the entire flow, but I cut three edge-case integrations and shipped a smaller path first. That let us reduce setup time from 18 minutes to 7 without making the core experience harder to debug. I would add the integrations back only after the main path proved reliable.
Dimensions:
Problem Framing
Product Sense
Prioritization
Technical Judgment
LEADERBOARD
Get a leaderboard of your top applicants.
verdict compares every candidate head to head, qualifies, and ranks them into a clear leaderboard with observable evidence behind every position.
LEADERBOARD
RankCandidateDimensions
01Richard Hendricks
02Jared Dunn
03Bertram Gilfoyle
04Gavin Belson
05Monica Hall
06Dinesh Chugtai
07Erlich Bachman
Evaluate candidates on your taste, at scale.
Set your definition of good once. verdict uses it to evaluate every candidate across product, growth, engineering, etc.
Growth
Loops
Funnel
Scale 1K users to 50K in a month, what do you do?
Engineering
Scale
Speed
Redesign the system, to make it 10x faster.
Choose how to find the next elite talents.
Bring deep, final-interview-level signal to every applicant at screening speed, without a massive take-home.
New task.
Give them a real problem.
See how they think, decide, and deliver in the role before you spend time in interviews.
+Deep answers from a short task
+See how they think before meeting
+No long take-home project
+Move faster with less guesswork
Past work.
Explain your best work.
Use work they already know to understand what they owned, why they chose it, and what they learned.
+Fast & fulfilling for candidates
+Get a deep read, fast
+Know what they really did
+Turn past work into proof
verdict is strongest when
The role is too important and the applicant pool too large for shallow screening.
- 2,000 people apply. You have time to truly assess 20.
- The role depends on judgment, taste, not credentials.
- You’re hiring product, growth, engineering, or operations leaders.
- A bad hire costs far more than a thoughtful candidate evaluation.
- Your team knows what “great” looks like but cannot apply it to everyone.
- The best person for the job may not have the best resume.
Everything you need to find exceptional candidates.
Define the signal, extract what matters, interrogate the evidence, and bring your team into the decision.
WHAT I NEEDROLE BRIEF
Someone who spots hidden constraints, makes hard trade-offs, and owns the outcome.
Ready to structure
Turn your requirements into the exact evaluation.
Describe who you need and what they must demonstrate. verdict turns it into role-specific scenarios, Dimensions, weights, and rules.
CUSTOM EXTRACTIONYES / NO
Has led a product from zero to one.
Reading every memo
Extract anything. Filter the leaderboard at no extra cost.
Tell verdict what you want to know. It extracts the answer from every memo and turns it into a filter across the leaderboard.
ASK YOUR AI
Who is better when speed and reliability conflict—Richard or Gilfoyle?
Ready to compare
Compare any two candidates on custom questions.
Use MCP to ask your AI which of two candidates is stronger in a nuanced scenario, grounded in their exact memos and evidence.
Hiring workspace
1 member
DRYouOwner
Bring the people who know what great looks like.
Invite teammates into the workspace so everyone works from the same evaluations, candidate evidence, and leaderboards.
Questions before you trust verdict with a hire
What verdict changes, what your team still controls, and where it is—and is not—the right tool.
What does verdict replace?
verdict replaces everything before the final interview. Every applicant completes the same founder-defined evaluation, and verdict compares their work to produce a ranked leaderboard with the evidence behind every position. Your final interview is for alignment, chemistry, verification, and the human judgment only you can make.
What can verdict evaluate?
Anything you believe reveals real ability: previous work, a decision memo, product critique, simulation, system design, growth plan, or something entirely custom. You define the work and what great means. verdict evaluates every submission against those standards and ranks the relative strength on a leaderboard.
How long does it take?
If you already know what the role requires, you can create an evaluation in about five minutes. Candidate time depends on what you ask for. Summarizing previous work with AI may take around 15 minutes. A detailed simulation, system redesign, or strategic exercise will naturally take longer. You control the depth.
What if candidates use ChatGPT or another AI?
Let them. They will use AI on the job too. verdict ranks the quality of judgment candidates can produce with the tools available to them. Strong decisions, original insight, sound trade-offs, and clear reasoning rise to the top with or without AI. If AI can produce the same answer for everyone, that ability is already a commodity. The leaderboard rewards what remains scarce: exceptional judgment.
How does verdict build the ranked leaderboard?
First, every submission is evaluated against the same founder-defined criteria. Then the strongest candidates are compared head-to-head using evidence from their work. The result is a ranked leaderboard based on relative strength not a pile of isolated AI scores.
What if I disagree with the ranking?
You remain in control. Open the evidence, inspect why candidates were ordered differently, or use verdict through MCP to ask your AI directly: Why is Emily above James? Compare them on systems thinking. You can challenge the criteria, investigate an uncertain position, and verify the conclusion before interviewing anyone. verdict gives you a ranking you can interrogate not a hiring decision you must accept.
Which roles are the strongest fit?
Use verdict when the role depends on judgment, taste, ownership, prioritization, reasoning, or difficult trade-offs especially in product, growth, engineering, operations, and leadership. Do not use it when a license, certification, or objectively verifiable skill already determines who qualifies.
See who ranks #1.
Build your first eval free
Takes less than 5 minutes