Tech hiring software
Post the job, collect applications, screen resumes, validate skills, interview and make the offer. Equip runs the whole technical hiring process in one place, so you hire developers faster without spending engineer hours.
Free to start. First 10 candidates on us.
How it works
Start with any stage, add the rest when you are ready, and rename or reorder them in the ATS. Each one narrows the pool so the next costs less.
Agree the must-have skills, the nice-to-haves and the seniority before a single CV arrives. Everything downstream is scored against this list.
Publish the opening on your Equip careers page, share its link wherever you already source, and every applicant lands in one pipeline.
Reading hundreds of CVs by hand takes a week and produces an inconsistent shortlist. Define the criteria once and let screening run on every application.
Test the shortlist, not the whole applicant pool. A short, proctored assessment after screening tells you who can actually do the work.
The bottleneck in most teams is engineer time. Let an AI interview run round one, ask the follow-ups, and hand you a ranked shortlist.
The humans now meet only the top few. Structured scorecards and side-by-side comparison keep the decision about evidence, not the loudest voice.
Good engineers have other offers. Move fast, keep them informed, and send the offer, or the rejection, from the same place the pipeline lives.
Stage by stage
What each stage is for, and what happens on Equip at that point.
Agree the must-have skills, the nice-to-haves and the seniority before a single CV arrives. Everything downstream is scored against this list.
Write the must-haves apart from the nice-to-haves, name the stack and the first months' problems, and score every later stage against that list.
Browse the how-to-hire guides by rolePublish the opening on your Equip careers page, share its link wherever you already source, and every applicant lands in one pipeline.
Give every channel the same destination, so each applicant lands in one pipeline once, tagged by where they came from.
Which job boards Equip publishes toReading hundreds of CVs by hand takes a week and produces an inconsistent shortlist. Define the criteria once and let screening run on every application.
Define a good candidate once and apply it to every application the same way, with a reason beside every score.
How the job-fit score is worked outTest the shortlist, not the whole applicant pool. A short, proctored assessment after screening tells you who can actually do the work.
Test the screened shortlist, before any engineer's time, with a short proctored assessment and a cutoff set in advance.
Technical recruitment tests on EquipThe bottleneck in most teams is engineer time. Let an AI interview run round one, ask the follow-ups, and hand you a ranked shortlist.
Let a conversational AI interview run round one: the same questions for everyone, follow-ups on the answers, and a report the panel reads in two minutes.
Open a sample AI interview reportThe humans now meet only the top few. Structured scorecards and side-by-side comparison keep the decision about evidence, not the loudest voice.
Ask every finalist the same questions, score on a card before the debrief, and decide with every stage's evidence on one record.
Open a sample panel scorecardGood engineers have other offers. Move fast, keep them informed, and send the offer, or the rejection, from the same place the pipeline lives.
Decide in the debrief, send the offer the same day, tell the other finalists where they stand, then read what the funnel told you.
Sending and tracking an offerWhat you use
The pipeline every other stage reports into. Job openings, stages with owners, automation rules that move candidates on a result, and insights on where hiring slows down. Free on every plan.
Scores every application against your own definition of a good candidate, with a reason for each score, so the shortlist is consistent and explainable at any volume. Free on every plan.
Coding tests, SQL, quizzes and role-specific tests with AI proctoring, sent to the screened shortlist from a pipeline stage. Test types and question banks are covered on the technical recruitment page.
Runs the first round for you: topics drafted from the job description, follow-ups on the answers, an optional code workspace, and a report the panel reads in two minutes.
Metrics
Three of the four are on the Insights dashboard in the ATS; the fourth you count from your engineers' calendars.
About 12 days from opening to signed offer for a mid-level engineer, against 45 when every round is run by hand.
Screening ranks every CV against the role, so the team only ever meets the top tenth of the pile.
An AI interview runs round one, so engineers meet only the top few finalists, with a report in hand.
The offer goes out within two days of the final interview, before a rival's lands.
Mistakes
An hour-long test for every applicant burns goodwill and credits. Resume screening ranks the pile first, so only the shortlist gets the assessment.
Engineers lose a working week confirming what the CV already said. A conversational AI interview runs round one and hands them a ranked report.
Without ratings before the debrief, the loudest voice decides. Each panellist scores on their own card, and the matrix shows where they disagree.
A candidate sits in a stage for a week because nobody was responsible for them. Every stage has an owner, and an automation rule moves candidates on a result.
An untracked stage stays miscalibrated for the next ten openings. Insights shows pass rates, time in stage and drop-off for every role.
Finalists who hear nothing accept the offer they already have. The offer letter goes out for e-signature from the pipeline the day the panel decides.
“LinkedIn gave me 750 CVs, I shortlisted ~30, Equip helped me interview 5 of them. Without Equip, I can't screen candidates at scale. Features like custom tests, proctoring are damn good. Best thing is pay per use model.”
Ashish Gupta
Sr Director, Delhivery
Related
CV parsing, job-fit scoring, instant ranking. Criteria you control, top candidates surfaced, past applicants rediscovered.
Assessments let recruiters evaluate candidates using Equip or custom tests like quizzes, coding, psychometric, and communication. Candidates take tests remotely with AI proctoring, and scores help rank applicants.
One-way or Conversational. Any role. Configurable interviews, tailored reports. Unbiased and accurate, like your best interviewer.
FAQ
It depends on the role and the market, which is why the number to watch is your own time to hire per role in Insights rather than an industry figure. The stage that usually adds the delay is the first-round interview, because it waits on engineer calendars. Running that round as an AI interview removes the wait: candidates take it the day they are invited, and the panel reads reports instead of booking calls.
After resume screening and before any engineer time. Testing everyone who applies wastes candidate goodwill and credits; testing after interviews wastes the hours already spent. A screened shortlist taking a 30 to 60 minute proctored assessment, with a cutoff set in advance, is the slot that costs least and tells you most.
The seven on this page cover most teams. Smaller teams merge the two interview rounds into one; campus drives add a high-volume assessment at the top before anyone is screened by hand. The ATS lets you add, rename and reorder stages per opening, so the pipeline matches the role rather than the other way round.
Yes. When screening, the assessment and the first interview run without engineers, the panel only meets the top few candidates, however many applied. That is how campus hiring works on Equip for teams with two or three engineers and several hundred applicants.
No. The ATS and resume screening are free on every plan, and assessments and AI interviews are paid per candidate, so each stage can be switched on when it earns its place. Many teams start with assessments or AI interviews and add screening later.
That page covers the tests themselves: test types, question banks, languages and proctoring. This page covers the stages before and after a test, and how they fit together. Hiring for sales, support or operations roles instead? The non-tech hiring guide follows the same seven stages with the tests and interviews those roles need.
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Robin Chen
Sam Taylor
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Taylor Brooks
