Tell us about the role. We'll build your interview guide.
For example, when hiring a Head of Engineering, a tailored question might be: ‘Describe a time when you had to balance technical debt with new feature development.’ The scoring guide specifies that a strong response demonstrates task prioritization based on business needs and effective stakeholder communication.
- Context that matters.
- Role, level, industry, company background, and key challenges. Each question is designed to ensure your interview guide is both comprehensive and focused.
- Adaptive depth.
- Hiring a junior developer at a Series A requires different questions than hiring a CTO at pre-seed. Standards are adjusted to fit your specific situation.
- Ready to use.
- Ready to print and bring into the room before your next call. Not a rough draft. A working interview guide .
WHY KEENIX
Everything you need to make your most important hiring decision — in 3 minutes
CONFIDENT DECISIONS
Trust every interview, even ones you did not conduct
Standardized evaluation criteria: every candidate measured against the same bar
Interview guide sharing: every interviewer uses the same methodology, speaks the same evaluation language
Evaluation records: see exactly what was assessed and how — for every interview
DEFENSIBLE DECISIONS
Scale your team without losing your culture
Culture-specific evaluation criteria embedded in every interview guide
Consistent culture bar across all hiring managers and roles
Values-aligned assessment: systematically evaluate what "culture fit" actually means for you
PROBLEM DETECTION
Make every manager interview like your best manager
Interview best practices embedded into every interview guide — no training required
Manager calibration through shared rubrics and evaluation language
Quality consistency: newest manager asks questions as good as your most experienced
SPEED WITHOUT SACRIFICE
End "loudest voice wins" hiring decisions
Comparable interview guide data: every interviewer contributes structured assessments
Calibrated scoring: managers speak the same evaluation language
Evidence-based debriefs: discuss what was observed, not who has the strongest opinion
MOVE FORWARD WITH CONVICTION
Hire 5 people like you used to hire 1
Generate interview guides for multiple roles simultaneously
Template reusability: create once, deploy across positions with quick customization
Interviewer onboarding in minutes: share the interview guide, start interviewing
USE CASES
Built for how you actually hire
GENERATE INTERVIEW GUIDE
Deploy company-wide interview standards
Roll out consistent interview guides: every manager, every role, same quality standard
Enterprise systems cost €25K+. This gives consistency at startup scale
Scaling companies (15-100 employees) hiring multiple roles
SCORE CANDIDATES
Calibrate evaluation across managers
Create shared scoring rubrics so every interviewer scores using the same definitions
Individual styles create incomparable data. Shared rubrics create calibration
Organizations where debriefs are opinion-driven
IDENTIFY RED FLAGS
Create role-based templates
Build templates for common roles that any manager can deploy and customize
Training every manager takes months. Interview guides with embedded best practices take minutes
Companies with recurring hiring needs
STANDARDIZE TEAM
Standardize debrief process
Structure discussions around comparable data, not whoever argues loudest
"Loudest voice wins" creates political hiring. Structured inputs create better decisions
Leadership teams who want competency-based decisions
HOW IT WORKS
From chaos to consistency in minutes
Keenix deploys consistent interview standards across your team. Every manager, every role, same quality bar — without enterprise complexity or cost.
Set your company standards
Culture, values, quality bar
Deploy across team
Share with all hiring managers instantly
Hire consistently
Every manager, same standard, culture intact
Structured Interviews
This interview process has helped build top-performing teams.
Companies like Google and Stripe achieve better hiring outcomes by using consistent questions, scoring, and standards for every candidate. 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 (Exceeds / Meets / Below) 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 identified by experienced hiring managers, 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 30 min | Founder debriefAssess culture fit, values, and soft skills. |