01
Loop-grade interview design
We design the screen against the new operating model. Code reading, debugging under unfamiliar context, AI-tool fluency, testability instinct, system tradeoff reasoning. Not the LeetCode loop your team has been using.
← All services
PPL-002People
Managed Hiring
Tech screenings for companies who don't yet know how to hire for AI.
Engagement
People
Delivery
Monthly retainer or per-role
Code
PPL-002
What you buy
An external screening function that protects bar.
The promise
You see only candidates who've passed Loop's AI-native bar. And your hiring managers leave with a calibration that survives after the engagement ends.
Who it's for
Hiring managers and engineering leaders adding QA / SDET / quality-leadership headcount, who don't yet trust their internal pipeline to screen for AI fluency.
Buyer state. “I have headcount, but I don't trust our pipeline to assess AI fluency.”
What's inside
What we focus on.
02
Run the screens
Loop runs the technical screen, take-home review, and architecture interview. You only see candidates who pass. And you get the recording + scorecard so internal calibration improves with every loop.
03
Calibration handoff
After 4–6 closes, your hiring managers can run the loop themselves. Loop hands over the rubric, sample sessions, and calibration notes so the bar doesn't drop when the engagement ends.
Deliverables
You'll walk away with all of this.
- Screened, ranked candidate shortlist per role
- Recordings + scorecards for every loop
- Loop-grade interview rubric (yours to keep)
- Calibration handoff after the engagement
The boss-approval frame
How to get this approved.
“Hiring the wrong senior QA engineer costs us six months and a half-million dollars. Loop runs the technical bar for us until our managers can run it themselves. And we only see candidates who clear it.”
ROI logic. If managed hiring prevents one wrong senior hire. Or shortens a 9-month search to 3. It pays for itself many times over.
Up the ladder · Sideways · Related