Hiring, handled.
Describe a role in plain English. Praxy sources, screens, and runs the first-round interview — and hands you a thread you can trust.
One thread per candidate.
Every signal — intake, sourcing, screening, interview, integrity — lives in a single thread. Decisions are easy when context never leaks.
Four habits. One workspace.
Praxy folds the four habits of modern hiring into a single thread, so context never leaks between tools.
Role intake that listens.
Talk to Praxy the way you'd brief a colleague. It asks the right follow-ups, captures the constraints, and writes the brief — so you don't.
Looking for a senior SRE in Bengaluru, 8+ years, Kubernetes + observability. Remote-friendly. ₹45–70L.
Got it. Senior SRE, Bengaluru or remote, 8+ yrs with Kubernetes and observability depth. Salary band ₹45–70L.
Sourcing without dashboards.
Praxy pulls candidates from LinkedIn and lines them up with fit notes — not résumés, not spreadsheets. The shortlist arrives ranked.
Screening notes, not résumés.
Every candidate gets a short, honest read: strengths, watch-outs, verdict. Skim five candidates in the time it took to skim one PDF.
- + Led observability rollout across 200+ services.
- + Deep Kubernetes operator authoring experience.
- + Comfortable on-call lead with clear incident writeups.
- ! Last role was at 5x your team scale.
- ! Salary expectation likely top of band.
- ! Notice period 60 days.
Move to voice interview. Probe team-size adjustment and notice flexibility.
Voice interviews with a verified signal.
A real-sounding voice interviewer runs the first round, with integrity signals flagged inline. You read the call, you don't sit through it.
Walk me through how you'd debug elevated p99 latency on a service you don't own.
Sure. So, first I would, uh, check the dashboards and look at the recent deploys.
What dashboards specifically, and what would you look for first?
Right. I'd open the service overview — RED metrics, then drill into traces filtered by p99.
Tell me about a time an integrity signal told you a candidate was reading from a screen.
I think the most important thing in such situations is to maintain professionalism throughout.
How Praxy works.
Describe the role.
Talk to Praxy like you would a colleague. It asks the right follow-ups and writes the brief.
Review the sourced list.
Praxy pulls candidates from LinkedIn and lines them up with fit notes — not résumés.
Let Praxy screen and interview.
A real-sounding voice interviewer calls top candidates. You pick the voice.
Decide with the full thread.
Every candidate is a single thread from brief to verdict. Integrity signals flagged, nothing buried.
Human-in-the-loop.
By design.
Three rules we hold ourselves to. The full stance is written down, not implied.
Read the full stance- 01
You decide. Always.
Praxy drafts the brief, ranks the list, writes the notes. The final call — outreach, interview, offer — is always yours.
- 02
Private by default.
Your candidates and interview transcripts stay in your workspace. We never train models on your data.
- 03
Bias-aware.
We don't score on accent, appearance, or protected attributes. Independent bias audits available on request.
Your next hire deserves
more than a job board.
Sign up, brief your first role, and meet your shortlist before lunch. The first pass is on us.
60 seconds to sign up · 5 minutes to your first sourced shortlist
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