Find out who can't describe their own resume before your engineers spend hours interviewing them.
An eight-minute candidate check. Candidates talk about their own work, on their own time. You get every resume claim marked supported or not, with the reasoning, so your engineers' interview hours go to real candidates.
Founder-led. You'll talk to the engineer who built it.
What a wasted loop costs
| Recruiter screen | 30 min |
| Hiring-manager screen | 45 min |
| Technical interview × 2 | 2 × 60 min + prep |
| System design | 60 min + prep |
| Debrief, 4 people | 4 × 30 min |
| Engineer-hours on one candidate who wasn't real | ~15–20 |
|---|
At loaded senior-engineer cost that's roughly $2,000 per loop, before you count the role staying open another two weeks.
The resume was perfect. The person couldn't explain it.
The candidate who “led the Kubernetes migration” but can't say what broke during cutover. The one whose resume lists five years of Go and who hesitates on what a goroutine is. The applicant with a flawless LinkedIn who needs every question repeated and answers in the same shape every time.
Most teams catch these in the second or third interview. By then four engineers have cleared their afternoons and the hiring manager has already told the team “this one looks promising.”
Your engineers' interview time is the scarcest resource in hiring. Provicio's job is to make sure it's spent on people who did the work they claim.
One link. It goes wherever you put it.
Provicio runs asynchronously and adds nothing to anyone's calendar, so it fits the loop you already have. Some teams send it to everyone who clears the recruiter screen. Some use it only when a resume looks too good. Some use it as a tiebreaker before committing an onsite. Your call.
Nothing changes for your team
Upload a resume. The candidate gets an email in your company's name. Results land in a dashboard your whole hiring team can see. No ATS integration required to start.
Candidates don't hate it
Eight minutes, async, no coding, no trick questions. The questions are the same ones a good hiring manager would ask over coffee: what did you build, what broke, what would you do differently. Real candidates tend to enjoy it.
You decide, with the evidence
Low confidence doesn't mean rejected. It means “look at these three claims before you book the panel.” Sometimes the answer is a 15-minute recruiter call. Sometimes it's a polite no. It's always your call.
The honest answers.
Can a candidate game it?
Someone who has thoroughly memorized a fabricated history and can improvise around it consistently for eight minutes can pass. We say so plainly on the how it works page. In practice, the questions are open-ended and never quote the resume, so there's nothing to prepare against, and inflated or borrowed histories fall apart quickly when the person has to supply details unprompted. Provicio raises the cost of faking a resume from “ask an LLM” to “actually learn the work,” which removes most of the volume.
What about candidates with accents or non-native English?
This is the question we take most seriously. Speech recognition has higher error rates on accented speech, and an error in the transcript could look like a gap in the account. Two safeguards: the candidate reviews and corrects their own transcript before submitting, and the analysis looks for the presence of specific, consistent detail, not for polish or fluency. A halting answer with the right details scores as supported. We also label every result for human review so a person, not a model, makes the call. Details on the trust page.
Is this an “AI hiring tool” my legal team is going to ask about?
Yes, and they should. In NYC, Illinois, California, and (from 2027) Colorado, a tool that influences who advances carries notice, retention, and bias-testing obligations. Provicio is built as decision support: it never auto-advances or auto-rejects, and we supply the candidate notice template, the consent language, a one-page “what we flag, what we don't, how data is handled” document for legal and security, and a four-year decision-log export. We have not yet commissioned a third-party bias audit and won't claim otherwise; the trust page lists exactly what we do today.
Does this replace our take-home or technical screen?
No. Provicio answers “did this person do what the resume says?” Your technical screen answers “are they good at it?” Those are different questions. The first one is much cheaper to answer, which is why many teams like to have it answered early, but where it goes in your loop is up to you.
What does it cost?
Pricing is being set with founding customers, and it will be flat monthly rather than per candidate, so nobody on your team hesitates over whether a given applicant is “worth it.” The first five teams get 60 days free for up to 50 checks in exchange for a weekly 15-minute feedback call. Compare whatever number we land on to the last interview loop you wasted.
Where does the data live, and who sees the recordings?
Nobody sees recordings, including us, because they're deleted after transcription. Transcripts and results are stored per customer and are exportable and deletable on request. The full data-handling description is on the trust page, and we'll happily complete your security questionnaire.
Run it on your next ten candidates. Free.
Founding customers get 60 days and 50 checks at no cost. You tell us what's wrong with it every week, and we fix it. That's the deal.
Talking to the engineer who built it, not a sales team. If it's not a fit, you'll hear that on the call.