What makes Keenix different
What changes when you stop guessing and start evaluating.
PRECISION
Questions your candidates cannot rehearse
Generic question lists are the first thing candidates prepare for. Keenix generates questions tailored to your role, stage, and challenges with follow-up prompts designed to get past rehearsed answers.
SCORING
Know what "good" looks like before you ask
Rubrics with clear performance levels define basic, proficient, advanced and expert answers for each competency so you can decide during the interview, not after.
RED FLAGS
Spot the risks your instinct will not catch
Role-specific warning signs, deflection patterns, rehearsed non-answers, and culture mismatches that experienced recruiters recognize.
AUGMENTED
Your judgment is supported, not replaced
Keenix gives you a scaffold that validates your instinct. Edit every question, rubric, and round. Add your own criteria. The guide is your starting point, not a straitjacket.
Tell us about the role. We'll build your interview guide.
For a Head of Engineering, a tailored question might be: "Describe a time when you balanced technical debt against new features." The rubric specifies that a strong response demonstrates prioritization based on business needs and stakeholder alignment.
- Context that matters.
- Role, level, industry, company background, and key challenges. Quick questions that shape everything we generate.
- Adaptive depth.
- Hiring a junior developer at a Series A requires different questions than hiring a CTO at pre-seed. Standards adjust to your situation.
- Ready to use.
- Print-ready before your next call. Not a rough draft. A working interview guide.
USE CASES
Each critical hiring moment requires a distinct interview guide.
FIRST HIRE
The hire that establishes your standard
First engineer, first sales lead, first VP. Calibrated to the actual success criteria, not a list your candidate already rehearsed.
BURNED BEFORE
The last hire cost you $100K. Never again.
"Being more careful" is not a process. Keenix builds in the red flags and scoring structure you missed last time.
OUTSIDE EXPERTISE
The role you have never done yourself
A technical CEO hiring sales. A business founder hiring engineering. You cannot prompt what you do not know.
SCALING
8 roles. 12 weeks. Zero process.
Post-raise hiring sprints. Your improvised approach barely survived one hire, it will not survive eight. Same rigor for candidate #1 and #15.
GUT CHECK
Great feeling. But is that enough?
Referral bias is the most expensive bias. Structured criteria either confirm your instinct with evidence, or reveal that charm is not competence.
HOW IT WORKS
Describe the role. Get the guide. Run the interview.
No ATS to configure. No templates to adapt. No consultants to hire. The whole process takes less time than writing the job description.
Describe the role and your context
The position, your company stage, the key challenges, and what success looks like. The wizard captures what matters you do not need to know what a good interview guide contains.
Get your complete interview guide
Keenix generates a multi-round interview guide: behavioral questions with follow-up prompts, scoring rubrics with concrete performance levels, and role-specific red flags. All calibrated to your inputs. Watch it build in real time — no black box, no guesswork..
Interview, score, compare, decide
Walk in knowing what to ask, what good answers look like, and which red flags to watch for. Score every candidate on the same criteria. The right decision becomes clear — and you can explain exactly why.
HOW KEENIX COMPARES
Generic AI gives you a draft. Keenix gives you a guide.
Structured Interviews
This interview process has helped build top-performing teams.
Top-performing companies use structured interviews. You can now implement the same approach.
- Everything you need, nothing you do not.
- Each interview round has a clear purpose, with questions tailored to your specific role rather than generic templates. Follow-up questions are available to explore responses in greater depth.
- Objective evaluation.
- Scoring levels (Basic / Proficient / Advanced / Expert) include specific behavioral descriptions for each competency. No more debating what "good" means. Turn "I liked them" into documented evidence you can share with your team and support.
- Identify potential issues before they lead to costly mistakes.
- Your interview guide includes warning signs experienced operators learn to catch over years, enabling you to detect misaligned motivations, hidden expectations, and subtle indicators of possible problems from the outset.
INTERVIEW GUIDE
01 30 min | Phone screenFirst filter to assess basic fit, motivation, and whether to proceed with deeper interviews. |
02 60 min | Technical Deep DiveAssess skills live, with real tasks done on-site. |
03 45 min | Founder debriefAssess culture fit, values, and soft skills. |
Is my information private?
We only use the information you submit to serve and improve the product. We will never sell or distribute your data.
Do you train your LLM on my data?
No. We use LLM APIs that explicitly do not train on submitted data. Your information stays yours.
Why is Keenix better than ChatGPT?
Keenix has been purpose-built for the hiring decision, that general-purpose tools do not offer. Under the hood, every framework is generated through a multi-phase pipeline driven by tens of thousands of lines of hiring methodology and a retrieval layer (RAG) that surfaces the right patterns for each role refined over thousands of generations. The method is in the product, not in your prompt.
How long does it take to generate a full framework?
Keenix streamlines your prep: you go from a blank page to a complete, multi-round guide in five to ten minutes.
Who is Keenix built for?
Keenix is made for founders and hiring managers who run interviews and make hiring decisions. Its structured methodology automates the process, so you can focus on evaluating candidates rather than building frameworks.
Can I edit what Keenix generates?
Yes. Edit any question, rubric, round, or red flag. The output is a draft you own, your judgment is supported, never replaced.
How is this different from my ATS or recruiting tools?
An ATS manages pipelines—stages, candidates, and communication. Keenix defines what to ask, how to score, and what success looks like per role. Use Keenix with your ATS, or on its own for intentional, structured hiring.