Our vision
Stop hiring on claims.
A resume is a claim. A screening call is a claim, rehearsed. Everyone else scores what a candidate says about themselves. aidril scores what they actually do, live, under a follow-up they didn’t see coming.
We show you the tape, the evidence behind every score.
Why we built this
A 4/4 must-have candidate, and they still can’t do the work.
Every hiring team has been burned by this exact moment: a resume that checks every box, a screening call that goes well, and then the actual work doesn’t hold up. Not because anyone lied outright. Because a resume rewards good writing, and a screening call rewards a rehearsed answer, and neither one tests the thing you’re actually hiring for.
The scarce resource was never finding candidates. It’s knowing, before you spend a hiring manager’s calendar on it, which of the candidates who look qualified on paper can actually back it up live.
So we built the Dril: an adaptive interview that pushes back on every claim in the moment, and a Dril Card that hands you the evidence instead of asking you to trust a number. The first round, done properly, before anyone’s calendar gets touched.
What we believe
The values that guide everything we build.
Evidence you can check
Every score ships with the exact quote it's based on. You read the tape yourself.
Fair to the candidate too
Appearance, accent, and background stay excluded from every score. A Dril Card holds up because it's fair.
Privacy by default
A candidate's full recording stays on their own device by default. A Job Dril you invited or personally invited uploads it to a private bucket for the retention window on Security. Identity clips are saved the same private way, with consent, and used only for what was agreed.
A recommendation, reviewed by a human
A Dril Card is evidence to review, and a human makes the call.
Built for the actual role
Questions come fresh from the job description you post, every time.
We show the tape
No credibility argument beats letting you watch the exchange yourself. That's the whole pitch, every time.
Score what’s real.
Post a role, and see what candidates can actually do before you spend a single hour interviewing them yourself.