Spine is hiring decision intelligence for founders and hiring managers. For every candidate it produces a structured, evidence-based read — the probability they'll be an A-player in this specific role — that sits next to your own judgment at each stage, then gets checked against reality at Day 30, 60 and 90.
FAQ
Frequently asked questions
Frequently asked questions
Frequently asked questions
Frequently asked questions
An ATS tracks where candidates sit in your pipeline. Spine tells you who to hire and why. It's the judgment layer, not the filing cabinet — it reads each candidate against the role's success markers and gives you a defensible recommendation, not a status column.
Under a minute. Paste a CV and Spine returns a first read on the spot; the full evidence-backed memo follows. You can start on a single candidate before committing to anything.
Spine never decides for you. You record your own gut read first — sealed, so Spine's read can't anchor it — then Spine reveals its read beside yours. Where you agree, you move faster; where you diverge, you know exactly what to pressure-test. The human makes the call; Spine makes it better-informed.
No — it arms them. Your recruiter and hiring manager keep owning the relationship and the decision; Spine gives them a consistent, bias-aware read so the bar is the same across every candidate and every interviewer.
Instead of a pass/fail or a vague score, Spine expresses each candidate as a probability range of being an A-player in this role (for example 70–85%), with the evidence and the open risks behind it. Ranges, not false precision.
The candidate's CV plus the signal you already collect — interview notes, take-homes, references — read against the role's defined success markers. No scraping and no hidden sources; applicant claims are treated as claims, not verified fact.
A mis-hire costs roughly one to two times salary in recruiting, lost ramp, team drag and severance — most of it invisible until month four. Spine surfaces the specific risk a candidate is most likely to fail on before you commit, so you can pressure-test it or pass. (Link: the Mis-hire Cost Calculator.)
Avoiding a single mis-hire usually pays for Spine many times over. Run your own numbers in the mis-hire cost calculator — even at one hire a year the return is outsized.
Every Spine read is validated against reality at Day 30, 60 and 90 — the prediction is checked against how the hire actually performs, and the methodology recalibrates from each outcome.
Spine drafts it. For each candidate you get a structured pre-hire memo — the read, the evidence, the risks and what to verify — ready to forward to your team or client. You stay the author of the decision; Spine handles the write-up.
Yes. Each workspace is isolated per organization — your candidate data is never shared across customers or used to train anyone else's models.
You can start free with an instant read on a single candidate. Paid plans unlock scoring every candidate, tracking roles and calibration. (Reference the pricing page.)
Spine is hiring decision intelligence for founders and hiring managers. For every candidate it produces a structured, evidence-based read — the probability they'll be an A-player in this specific role — that sits next to your own judgment at each stage, then gets checked against reality at Day 30, 60 and 90.
An ATS tracks where candidates sit in your pipeline. Spine tells you who to hire and why. It's the judgment layer, not the filing cabinet — it reads each candidate against the role's success markers and gives you a defensible recommendation, not a status column.
Under a minute. Paste a CV and Spine returns a first read on the spot; the full evidence-backed memo follows. You can start on a single candidate before committing to anything.
Spine never decides for you. You record your own gut read first — sealed, so Spine's read can't anchor it — then Spine reveals its read beside yours. Where you agree, you move faster; where you diverge, you know exactly what to pressure-test. The human makes the call; Spine makes it better-informed.
No — it arms them. Your recruiter and hiring manager keep owning the relationship and the decision; Spine gives them a consistent, bias-aware read so the bar is the same across every candidate and every interviewer.
Instead of a pass/fail or a vague score, Spine expresses each candidate as a probability range of being an A-player in this role (for example 70–85%), with the evidence and the open risks behind it. Ranges, not false precision.
The candidate's CV plus the signal you already collect — interview notes, take-homes, references — read against the role's defined success markers. No scraping and no hidden sources; applicant claims are treated as claims, not verified fact.
A mis-hire costs roughly one to two times salary in recruiting, lost ramp, team drag and severance — most of it invisible until month four. Spine surfaces the specific risk a candidate is most likely to fail on before you commit, so you can pressure-test it or pass. (Link: the Mis-hire Cost Calculator.)
Avoiding a single mis-hire usually pays for Spine many times over. Run your own numbers in the mis-hire cost calculator — even at one hire a year the return is outsized.
Every Spine read is validated against reality at Day 30, 60 and 90 — the prediction is checked against how the hire actually performs, and the methodology recalibrates from each outcome.
Spine drafts it. For each candidate you get a structured pre-hire memo — the read, the evidence, the risks and what to verify — ready to forward to your team or client. You stay the author of the decision; Spine handles the write-up.
Yes. Each workspace is isolated per organization — your candidate data is never shared across customers or used to train anyone else's models.
You can start free with an instant read on a single candidate. Paid plans unlock scoring every candidate, tracking roles and calibration. (Reference the pricing page.)
Spine is hiring decision intelligence for founders and hiring managers. For every candidate it produces a structured, evidence-based read — the probability they'll be an A-player in this specific role — that sits next to your own judgment at each stage, then gets checked against reality at Day 30, 60 and 90.
An ATS tracks where candidates sit in your pipeline. Spine tells you who to hire and why. It's the judgment layer, not the filing cabinet — it reads each candidate against the role's success markers and gives you a defensible recommendation, not a status column.
Under a minute. Paste a CV and Spine returns a first read on the spot; the full evidence-backed memo follows. You can start on a single candidate before committing to anything.
Spine never decides for you. You record your own gut read first — sealed, so Spine's read can't anchor it — then Spine reveals its read beside yours. Where you agree, you move faster; where you diverge, you know exactly what to pressure-test. The human makes the call; Spine makes it better-informed.
No — it arms them. Your recruiter and hiring manager keep owning the relationship and the decision; Spine gives them a consistent, bias-aware read so the bar is the same across every candidate and every interviewer.
Instead of a pass/fail or a vague score, Spine expresses each candidate as a probability range of being an A-player in this role (for example 70–85%), with the evidence and the open risks behind it. Ranges, not false precision.
The candidate's CV plus the signal you already collect — interview notes, take-homes, references — read against the role's defined success markers. No scraping and no hidden sources; applicant claims are treated as claims, not verified fact.
A mis-hire costs roughly one to two times salary in recruiting, lost ramp, team drag and severance — most of it invisible until month four. Spine surfaces the specific risk a candidate is most likely to fail on before you commit, so you can pressure-test it or pass. (Link: the Mis-hire Cost Calculator.)
Avoiding a single mis-hire usually pays for Spine many times over. Run your own numbers in the mis-hire cost calculator — even at one hire a year the return is outsized.
Every Spine read is validated against reality at Day 30, 60 and 90 — the prediction is checked against how the hire actually performs, and the methodology recalibrates from each outcome.
Spine drafts it. For each candidate you get a structured pre-hire memo — the read, the evidence, the risks and what to verify — ready to forward to your team or client. You stay the author of the decision; Spine handles the write-up.
Yes. Each workspace is isolated per organization — your candidate data is never shared across customers or used to train anyone else's models.
You can start free with an instant read on a single candidate. Paid plans unlock scoring every candidate, tracking roles and calibration. (Reference the pricing page.)
Spine is hiring decision intelligence for founders and hiring managers. For every candidate it produces a structured, evidence-based read — the probability they'll be an A-player in this specific role — that sits next to your own judgment at each stage, then gets checked against reality at Day 30, 60 and 90.
An ATS tracks where candidates sit in your pipeline. Spine tells you who to hire and why. It's the judgment layer, not the filing cabinet — it reads each candidate against the role's success markers and gives you a defensible recommendation, not a status column.
Under a minute. Paste a CV and Spine returns a first read on the spot; the full evidence-backed memo follows. You can start on a single candidate before committing to anything.
Spine never decides for you. You record your own gut read first — sealed, so Spine's read can't anchor it — then Spine reveals its read beside yours. Where you agree, you move faster; where you diverge, you know exactly what to pressure-test. The human makes the call; Spine makes it better-informed.
No — it arms them. Your recruiter and hiring manager keep owning the relationship and the decision; Spine gives them a consistent, bias-aware read so the bar is the same across every candidate and every interviewer.
Instead of a pass/fail or a vague score, Spine expresses each candidate as a probability range of being an A-player in this role (for example 70–85%), with the evidence and the open risks behind it. Ranges, not false precision.
The candidate's CV plus the signal you already collect — interview notes, take-homes, references — read against the role's defined success markers. No scraping and no hidden sources; applicant claims are treated as claims, not verified fact.
A mis-hire costs roughly one to two times salary in recruiting, lost ramp, team drag and severance — most of it invisible until month four. Spine surfaces the specific risk a candidate is most likely to fail on before you commit, so you can pressure-test it or pass. (Link: the Mis-hire Cost Calculator.)
Avoiding a single mis-hire usually pays for Spine many times over. Run your own numbers in the mis-hire cost calculator — even at one hire a year the return is outsized.
Every Spine read is validated against reality at Day 30, 60 and 90 — the prediction is checked against how the hire actually performs, and the methodology recalibrates from each outcome.
Spine drafts it. For each candidate you get a structured pre-hire memo — the read, the evidence, the risks and what to verify — ready to forward to your team or client. You stay the author of the decision; Spine handles the write-up.
Yes. Each workspace is isolated per organization — your candidate data is never shared across customers or used to train anyone else's models.
You can start free with an instant read on a single candidate. Paid plans unlock scoring every candidate, tracking roles and calibration. (Reference the pricing page.)