The short answer
Interview as a service means an outside engineer runs some of your technical interviews for you. With Revvox, a vetted senior engineer runs the live round, often the final one, scores every candidate on the same rubric and writes up what they saw with a recommendation. Your company makes every hiring decision. It is in early access: we set it up with a few founding companies at a time and agree the price per round before the first interview.
Why companies outsource technical interviews
Technical interviews are expensive in the quiet way: every round takes a senior engineer away from their work for an hour, plus preparation and write-up. In a busy hiring quarter, a handful of engineers can spend a large part of their week interviewing, and their own work slips.
Quality suffers too. Each interviewer asks their own questions and has their own bar, so two yes votes rarely mean the same thing. Candidates get very different experiences depending on who they meet. Outsourcing the round to engineers who interview often, on one shared rubric, gives every candidate the same shape of interview and gives your team scorecards it can compare.
Example questions an expert round covers
Written by us. The expert follows the candidate's answers, so each round goes deeper where the candidate is strongest or weakest.
- Design the data model and API for a team calendar with shared rooms.Requirements first, clear entities, conflict handling when two people book the same room.
- Walk me through how a request travels through a service you built.Real ownership, depth on the parts they built, honest about the parts they did not.
- Find and fix the slow query behind this page that takes several seconds to load.Reading a query plan, indexes, and checking the fix with a measurement.
- Build a small component that fetches, filters and paginates a list.Working code, state handled cleanly, loading and error states not forgotten.
- Tell me about a production incident you were part of.Calm diagnosis, what they did themselves, and what changed afterwards.
How it works
- Agree the round with us. The skills, the level and the format of the round for each role, and the price per round, before any candidate is booked.
- Candidates book a time. From the open slots of experts matched to the role. Your team does not schedule anything.
- A senior engineer runs the round. Live on video, the same shape for every candidate, with follow-up questions on their answers.
- You get a written scorecard. Each skill marked on the shared rubric, what the candidate said and did behind each mark, and a clear recommendation. The offer is always your call.
Who runs the interviews
Every expert clears the same checks before they interview your candidates:
- Four or more years building software in the skills they interview for, in a team that ships to real users.
- A 30-minute scored mock interview where we play the candidate, marked on the same rubric companies see.
- Two shadow rounds watching real interviews, then two rounds run with a senior reviewer beside them.
- Written feedback that explains every mark with what the candidate said and did, never a gut feeling.
- Candidates stay private: experts never see a candidate's contact details.
What the scorecard gives you
One page per candidate: the skills for the round, each marked on the shared rubric, notes on what the candidate said and wrote behind each mark, the strengths and gaps that mattered most, and a recommendation. Because every expert scores the same way, you can compare candidates who met different interviewers.
A scorecard is only useful if your team trusts it, so experts are trained to write marks a reader can check: not "strong communicator" but what the candidate explained, where they got stuck and how they recovered. If a mark surprises you, the notes beside it should say why.
When it makes sense, and when it does not
- It suits teams hiring several engineers at once, startups without enough senior engineers to interview, and companies that want a consistent bar across many interviewers.
- It suits the final technical round, after a phone screen and a coding round have narrowed the list.
- It is not a replacement for the conversation with your own team about culture and the work itself. Keep that round in-house.
- Skills come in order: backend, frontend and full stack first, then mobile, data and DevOps.