Free hiring tool

Is your hiring process ready for scarce AI and FDE talent?

Eight questions, about two minutes. You get a score and the three things to fix first. Nothing to sign up for.

1 of 8 · Role clarity

How clearly can you say which kind of AI hire you need?

We need "AI talent" in generalWe know the area (for example ML) but not the exact problemWe can name the problem and the skills it needsWe have a written brief: the problem, what success looks like at six months, must-haves and nice-to-haves

2 of 8 · Job description

How specific is your job description about the actual work?

It is a list of tools and years of experienceIt describes the team but not the first projectIt describes the work and the kind of problems involvedIt names the first project, who the person works with, and how success is measured

3 of 8 · Interview loop

What does your interview loop test beyond coding ability?

Only coding and technical knowledgeSome system design or past-project discussionTrade-off reasoning and how they explain decisionsCustomer-facing judgement too: scoping an ambiguous problem, defending a decision to a sceptical stakeholder

4 of 8 · Decision speed

How long do you usually take from the final interview to an offer?

More than two weeksOne to two weeksThree to seven daysWithin 48 hours, with the approvals already agreed

5 of 8 · Compensation

How confident are you that your offer is competitive for this role?

We have not checkedWe rely on our existing salary bandsWe compared against a few recent offers or a surveyWe benchmarked against live offers for this role in the last quarter

6 of 8 · Sourcing

Where do your candidates for this role come from?

Job boards and inbound applications onlyJob boards plus employee referralsReferrals, direct outreach and a recruiter or twoA planned mix: referrals, direct outreach, specialist partners and talent communities

7 of 8 · Closing the offer

How do you prepare for counter-offers and notice periods?

We do not plan for itWe react if the candidate mentions itWe ask about it before making the offerWe have a plan: early conversations, regular contact through the notice period and a named owner

8 of 8 · First 90 days

Do new hires know what success looks like in their first 90 days?

Not formallyTheir manager tells them informallyThere is a written plan for the first monthThere is a written 30-60-90 plan agreed before they join

0 of 8 answered

Frequently asked

The scorecard, answered.

Your own hiring process, in eight areas: how clearly you define the role, how specific the job description is, what your interview loop tests, how fast you decide, how competitive your offer is, where candidates come from, how you close the offer, and how you prepare the first 90 days.

The bands are a guide to how much work there is, not a verdict. Most teams find one or two areas that account for most of the lost candidates, and the "fix these first" list points to them.

It is written with scarce, customer-facing technical roles in mind, where slow or vague processes lose candidates fastest. Most of the questions apply to any hard-to-fill engineering role.

No. Your answers stay in your browser. If you choose to ask Bizquad for a plan, your score and weakest areas are sent with your message.