Manifesto
Hire on evidence.
Somewhere today, the right person is in the wrong interview.
They are asked a question nobody wrote down,
judged on a first impression, an accent, a college name.
The notes go missing. The feedback comes late. It says “good vibes.”
That is no way to choose the people you will build with.
So we built Itya.
One rubric, written before the first hello.
Every answer heard, and kept, word for word.
Every score with its evidence, one click from the moment it was said.
The AI listens. People decide.
Not vibes. Evidence.
What it commits us to
A belief is only as good as the product that keeps it.
One rubric per job
Competencies and a rating scale anchored in words, agreed before the first interview. Every interviewer scores against the same one.
Every claim cites its moment
A debrief quotes the transcript. Click a claim and you are taken to the moment it was said, so a rating can be checked, not just trusted.
A person confirms
By default the AI recommends and a named recruiter confirms every shortlist. Itya never rejects a candidate automatically.
Candidates are told first
Consent or notice comes before anything is recorded, and what happens to a candidate’s words is published in plain language.
The whole panel, free
Pricing is per workspace with unlimited teammates, so no interviewer is left out of the record to save a licence.
Why structure, not instinct
In the largest re-analysis of hiring methods, structured interviews predicted job performance about twice as well as unstructured ones: a validity of .42 against .19 (Sackett and colleagues, 2022). Vibes are not only unfair. They are the measurably worse method.
Read the full argument in Hiring on vibes: what the research says about gut feel.