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hiringisbroken.we're building the fix.
go beyond ats filtering with ai-powered interviews. identify true talent through adaptive scoring at scale.
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a
aperture
open positions · 0
pipeline
drag. drop. done.
applied
JR
jordan r.PN
priya n.SK
sasha k.screening
MW
marcus w.AL
alex l.interview
TC
tara c.DV
david v.offer
LK
lena k.hired
RJ
raj p.ai interviews
every candidate. interviewed.
aperture
APERTURE AI
can you walk me through a time you had to lead a team through a major technical challenge?
JR
15m
avg. duration
0
scheduling
24/7
available
scoring
ranked. scored. ready to review.
every response analysed across six behavioral dimensions. your shortlist surfaces automatically.
JR
jordan r.
sr. software engineer
0
strong hire
94
cognitive
domain
communication
behavioral
78
collaboration
85
adaptability
82
#2
PN
priya n.87hire#3
SK
sasha k.83hire#4
MW
marcus w.71considerintegrations
plug into everything.
what aperture does
identify real talent at any scale.
beyond filtering. beyond keywords. aperture gives every candidate a fair, structured evaluation — and gives you the clarity to decide fast.
01every applicant, evaluated
from 500+ applicants
to your best 5 — in minutes.
aperture interviews every candidate automatically. you receive a ranked shortlist with scores, transcripts, and hire signals — not a pile of resumes.
apertureAI
JR
jordan r.
sr. engineer
strong hire94
PN
priya n.
product manager
hire87
MW
marcus w.
sr. engineer
consider71
SK
sasha k.
design lead
strong hire91
02zero scheduling
the ai interviews.
you just review.
every candidate gets a 15-minute adaptive behavioral interview — on their schedule, without a recruiter in the room. consistent. unbiased. always on.
15m
avg. interview
0
scheduling needed
24/7
available
AI
aperture ai
conducting interview · 09:41
“describe a situation where you had to make a significant decision with incomplete information. what was your process?”
JR
“we had 48 hours to ship. i gathered the two strongest data points we had and made the call — then documented the uncertainty...”
analysis
live
03structured decisions
88
overall candidate scoreout of 100
not a hunch.
a score you can act on.
every dimension of a candidate — how they think, communicate, adapt, and go deep — distilled into a structured report. your team reviews the top 5%, not everyone.
behavioral analysis
JR
jordan riley
sr. software engineer · interviewed 2h ago
88
overall
problem solving91
communication87
adaptability78
technical depth94
aperture recommendationstrong hire
the scoring engine
Λ-core
by aperture
the most trusted engine for scoring interviews.
Λ-core reads every word a candidate says and extracts the behavioral and cognitive signals that actually predict on-the-job performance — in real time, across every interview, at any scale.
Λ-core · evaluation engine
live
Λ
init47-dimension model initialised
audioprocessing interview response
nlpparsing semantic structure
evalanalysing cognitive flexibility
evalanalysing emotional calibration
evalanalysing pressure response
outcomputing composite evaluation▌
01sourcing
every application, one place.
no more tab juggling.
your pipeline flows in from linkedin, greenhouse, ashby, lever, indeed, wellfound — and more. aperture centralises every applicant the moment they apply.
aperture
connected sources
LinkedIn
Greenhouse
Ashby
Lever
Indeed
Wellfound
Gmail
today
247new applicants
73% already invited to interview
02interviews
ai talks to every candidate.
you talk to the best ones.
each applicant gets a 15-minute behavioral interview — consistent, adaptive, zero scheduling. the ai probes deeper based on what each person says, not what their resume claims.
aperture
AI
aperture ai
live interview
“tell me about a time you had to make a decision without all the information you wanted...”
14m 32s
avg. duration
91%
completion rate
7–12
questions asked
03scoring
scored on what actually matters.
behavior. not buzzwords.
every response is analysed across clarity, depth, problem-solving, and communication. not keyword density. not school name. actual evidence of how someone thinks.
aperture
behavioral scores
problem solving91
communication87
adaptability78
technical depth94
overall88 / 100
04decisions
shortlist delivered. confidence included.
data-backed. bias-removed.
ranked candidates with full transcripts, behavioral breakdowns, and hire/no-hire signals. your team reviews the best 5%, not the entire stack.
aperture
your shortlist
JR
strong hire
PN
hire
MW
consider
view full transcript
by the numbers
built for speed. designed for clarity.
0 min
average interview duration
candidates complete behavioral interviews on their own schedule, no scheduling back-and-forth
0x
faster screening
compared to traditional phone screen and resume review workflows combined
zero
keyword bias
scoring based on demonstrated behavior and real capability, not resume vocabulary
why it matters
the world's best builders agree.
hiring has been broken for decades. here's who said it first.
i'd rather interview 50 people and not hire anyone than hire the wrong person.
jeff bezos
founder, amazon
if nikola tesla was alive today, could he get an interview? and if not, we're doing something wrong.
elon musk
ceo, tesla & spacex
these indirect measures of talent have proven both unreliable and unfair.
dhh
creator, ruby on rails
the vast majority of founders don't spend nearly enough time hiring.
sam altman
ceo, openai
bad managers hire very, very bad employees, because they're threatened by anybody who is anywhere near as good as they are.
marc andreessen
co-founder, a16z
my biggest mistake was hiring a big-public-company tech executive with a fancy resume who had never worked at a startup.
paul graham
co-founder, y combinator
i'd rather interview 50 people and not hire anyone than hire the wrong person.
jeff bezos
founder, amazon
if nikola tesla was alive today, could he get an interview? and if not, we're doing something wrong.
elon musk
ceo, tesla & spacex
these indirect measures of talent have proven both unreliable and unfair.
dhh
creator, ruby on rails
the vast majority of founders don't spend nearly enough time hiring.
sam altman
ceo, openai
bad managers hire very, very bad employees, because they're threatened by anybody who is anywhere near as good as they are.
marc andreessen
co-founder, a16z
my biggest mistake was hiring a big-public-company tech executive with a fancy resume who had never worked at a startup.
paul graham
co-founder, y combinator