Anonymous
Structured
Skills-first
Blind interviews.
Names, photos, and schools hidden. Candidates are evaluated on skills and responses — nothing else.
One round, fully anonymous.
Hidden identities, locked scores — and the reveal your team controls.
Choose what's hidden.
Anonymize per job or company-wide — names, photos, schools, locations.
Your team chooses the fields.
Hidden until it can't bias.
Evaluators see job-relevant information only — the rest waits for the offer stage.
Name
Replaced with an anonymous candidate ID.
Hidden · ID only
Photo
Never shown during evaluation.
Hidden · always
Schools
Degrees shown, institutions hidden.
Hidden · credentials stay
Location
Hidden until the offer stage.
Hidden · until offer
Where it fits.
Screen first. Evaluate blind. Reveal at decision.
Blind interview questions.
The direct answers before you bring us a role.
What gets hidden?
Names, photos, school names, and location — company names optionally. Degrees and skills stay visible. You configure the fields per job or company-wide.
When are identities revealed?
Only when you move a candidate forward. Scores and evaluations lock first, so the decision comes before the identity.
Does it really reduce bias?
It removes the identifying details bias reacts to — evaluators simply can't see names, faces, or institutions. Every candidate gets the same structured round and rubric.
Which stages should run blind?
Screening, skills assessments, and technical rounds work best — any stage before the final conversation. Many teams reveal only at the offer stage.
Best for.
DEI initiatives
Regulated & public sector
University & early careers
Internal promotions
Any team that wants the work judged before the name.
Judge the work. Then meet the person.
Run a blind round and see what evaluation looks like without identifiers.
