Hire engineers on proof of ability — not just what's on the resume.
Tech teams move fast and hire faster than most. TalVivo brings role definition, resume screening, live coding assessments, AI-assisted interviewing and evaluation into one workflow — so every engineering hire is judged on real, demonstrated skill, without slowing your team down.
Solutions for every critical stage of hiring your next engineer.
Role & Job Creation
Define the role, required stack and evaluation context — frontend, backend, infra or full-stack.
Candidate Screening & Evaluation
Turn a flood of applications into structured, comparable candidate data.
Technical Assessment
Evaluate real coding ability in a live code editor, not a take-home nobody checks.
AI-Assisted Interviewing
Kyra conducts adaptive, role-aware interviews that go beyond a scripted phone screen.
Assessment Integrity
Verification and proctoring signals throughout the assessment — critical when every candidate tests remotely.
Automated Evaluation
Turn completed assessments into usable candidate insight for the hiring manager.
Ranking & Reporting
Classify candidates and export results for the engineering hiring panel.
Start with a clear definition of the role.
Engineering roles fail or succeed on the specifics — the stack, the seniority tier, the systems experience. Recruiters define all of this before candidates ever enter the pipeline, and the same information shapes the coding questions and evaluation criteria that follow.
- →Define required and preferred skills, languages and frameworks for the role
- →Set the difficulty and evaluation context for the technical assessment
- →AI generates role-specific interview questions from this information
Turn candidate information into structured evaluation.
A single engineering posting can pull hundreds of applicants. Resumes are parsed and candidate information is extracted automatically, then compared against the role to produce an ATS score and a company fit score — so your team reviews a ranked shortlist, not a folder of PDFs.
- →Resume upload and automatic parsing
- →Candidate information extracted into a structured profile
- →ATS score and company fit score calculated against the role
Evaluate technical ability through the work itself.
The best signal of engineering ability is still the code. Candidates move through a focused assessment environment where AI-generated questions and coding tasks are presented in a live editor, and complexity, correctness and approach are evaluated directly.
- →AI-generated technical questions matched to the role
- →Focused code editor workspace for the candidate's response
- →Assessment state tracked as the candidate works
Bring AI-assisted interviewing into the assessment workflow.
Kyra conducts a live, adaptive interview — asking about system design trade-offs, past technical decisions and how a candidate reasons through ambiguity, following up based on what they actually say, with the conversation transcribed in real time.
- →Adaptive, role-aware interview questions
- →Live transcription of the candidate's responses
- →Interview context carried into the candidate's evaluation
Keep assessment integrity visible throughout the process.
Remote, asynchronous technical hiring only works if you can trust the result. TalVivo uses identity verification and proctoring signals — camera access, face verification and presence checks — to help surface potential integrity issues during the assessment.
- →Camera access and face verification before the assessment begins
- →Presence checks flag when a face leaves the frame
- →Multiple-person detection surfaces potential integrity issues
Turn completed assessments into usable candidate insight.
Once an assessment is complete, TalVivo brings the candidate's code, responses and any integrity flags into one evaluation view — so an engineering manager gets a full picture without pulling three tabs together.
- →Candidate responses and code brought into one evaluation view
- →Any proctoring flags surfaced alongside the assessment
- →A structured basis for the hiring team's decision
Move from individual assessments to hiring decisions.
Candidates are classified against the role's thresholds and can be exported for the wider engineering and hiring team to review — so the decision moves as fast as the rest of your sprint.
- →Candidates classified as selected, waitlisted or rejected
- →Ranking based on ATS score and company fit
- →Results exportable as CSV, Excel or PDF
Every solution works as part of one hiring workflow.
Built for both the recruiter and the candidate.
Recruiter
- • Create the role and define technical requirements
- • Manage the assessment for that role
- • Review candidate results as they come in
- • Evaluate and classify candidates
- • Export reports for the engineering team
Candidate
- • Receive an invitation to a branded landing page
- • Complete a system and camera check
- • Work through the technical coding assessment
- • Take part in the AI interview with Kyra
- • Submit — results go directly to the recruiting team
What a connected workflow changes.
Clearer evaluation
Structured candidate information and assessment results, not scattered notes across a dozen Slack threads.
More consistent assessment
Role-specific questions and a defined evaluation context for every engineering candidate, at every seniority tier.
Better visibility
Hiring managers and recruiters can review candidate performance and assessment signals in one place.
Connected workflow
Job creation, assessment, interview and evaluation work together, not apart — even as your hiring volume scales.
Frequently Asked Questions
Build a more structured hiring process for your engineering team.
Bring role creation, assessment, interviewing and candidate evaluation into one connected workflow — built for the speed technical hiring actually needs.