Teammetry's AI interviewer has private conversations with your people to learn how your team really works. Then it talks to your candidates and shows you where they fit, where they'll clash, and what to ask next.
Where they meet
AlignedWorth exploringPossible frictionHow decisions really get made
Who decides, how feedback lands, how much pressure there is. It's rarely written down, so it's rarely compared.
Where their career can go
Whether this role and this team can give them what they want next.
Whether you're heading the same way
When long-term direction doesn't match, good hires leave early.
Organizational insights
Leaders say
“Branch managers can decide on the spot.”
Team members say
“Anything unusual waits for head office.”
The gap between intent and experience is where people quietly disengage. Every finding comes from what people said. No one is named.
Candidate reports
Ask in your interview: “Tell me about a time you needed sign-off before you could act.”
Illustrative examples. No overall score, no yes or no. Your interviewers decide.
Use Teammetry at whatever stage of hiring suits you. Nothing else about how you hire has to change.
Step 1
A leader and a few team members each have one private conversation about how work really gets done.
Step 2
Your insights report builds itself from those conversations, and sharpens as more people take part.
Step 3
Each candidate has one conversation. You take their report into your own interviews.
People speak candidly when they know what happens to their words.
Your company sees findings, never who said what.
The interviewer asks about things that actually happened, so there is nothing to guess.
From any phone, whenever suits them. Pause and pick up later.
Never judged on accent, tone of voice or how polished someone sounds.
No. It never says yes or no. It gives your interviewers information they wouldn't otherwise have, and your people make the call.
No. Candidates have one conversation at whichever stage you choose. Everything else stays as it is.
You see findings, never individual answers. A team finding only appears once enough people back it that nobody can be singled out.
About real moments at work: a decision that went ahead anyway, feedback that landed badly, a week when priorities changed. Questions adapt to your company and to the conversation.
We talk to one of your teams, show you how it really works, and run your next candidates through it.