Ana Costa
Backend Engineer
71/1003d ago
Product tour
See exactly how a hire moves through Panelynx.
One role, walked end to end: plan the interview, run it, score it, decide on it. The same scorecard for every panelist, and every score locks before anyone sees anyone else's. AI gives a second opinion. People make the call.
14-day trial. No credit card.
Following one hire: Eleanor Hayes, Senior Backend Engineer
Plan
Build the interview before Eleanor walks in.
For Eleanor's technical screen you lay out the sections, set the time for each, and pull questions from your bank. AI can draft a question for the role. You keep the ones that fit and edit the rest.
- Sections with time estimates
- Questions from your bank
- AI drafts, you decide
Draft
New
Interview plan
Senior Backend Engineer · Technical Screen
Total50 min2 sections · 4 questions
System designHard30 min
Distributed systems
1
Design a rate limiter for a public API
Hard2
Walk through caching strategy and invalidation
HardDrafted by AI
Past workBehavioral20 min
Technical leadership
1
Tell me about leading a difficult migration
Behavioral2
A time you disagreed with a senior engineer
MediumAdd section· Coding exercise drafted
Interview
A cockpit your panel runs, not the AI.
Each interviewer works the agenda question by question, with the time on each one in front of them, and scores Eleanor as they go. Scheduling runs on Google Calendar. The AI is not in the room.
- Per-question timing
- Panelist live scoring
- Google Calendar scheduling
4 / 8 scored
New
Eleanor Hayes
Senior Backend Engineer · Technical Screen
Q5 / 8BehavioralTechnical leadership2:40/ 3:00
Tell me about a time you led a difficult migration.
Score this answer1 = far below · 5 = exceptional
1
2
3
4
5
4 / 5Strong - clear ownership and a rollback planNotes
Score
Everyone scores Eleanor on the same scorecard, and the scores lock.
Every panelist uses the same rubric, and each score locks before anyone sees anyone else's. Then you compare side by side and see where they agree and where they diverge. AI offers a second opinion, but only after a panelist has locked their own. People make the call.
- Same scorecard for everyone
- Scores lock before reveal
- Where the panel agrees and diverges
Locked
New
2 panelists scored the same scorecard and locked independently. Now compared on one set of evidence.
Priya Patel
Staff Engineer
Lockedavg 3.8
Marcus Williams
Engineering Manager
Lockedavg 3.3
Per-question compare
Question
Priya3.8
Marcus3.3
AI3.5
AvgSystem design
Scalability
4
4
4
4.0
Data modeling
Backend fundamentals
3
3
3
3.0
Ownership
±2 gapTechnical leadership
4
2
3
3.0
Communication
Collaboration
4
4
4
4.0
Overall
3.8
3.3
3.53.5
Calibration · this round
3 agree1 divergeWhere each panelist leans versus the team mean on this round. Process analytics, not a verdict.
Priya PatelIn line with team
Marcus WilliamsLeans low
Decide
Decide on Eleanor in the place the hire started.
The kanban pipeline, the offer, and the approval all live in the same platform. So the call on Eleanor lands on the same scored evidence you would use for every candidate, in one place.
- Kanban pipeline
- Offer sent
- Approval in the same place
20
New
Sourced
6+5 more
Screening
4
David Okafor
Platform Engineer
82/1001d ago
+3 more
Interview
3
Lena Hoffmann
Senior Backend Engineer
4.2/54h ago
Tomás Rivera
Backend Engineer
3.6/56h ago
+1 more
Offer
2Eleanor Hayes
Senior Backend Engineer
4.4/52h ago
Daniel Cho
Staff Engineer
4.0/55h ago
Rejected
5Sofia Nkemdirim
Backend Engineer
2.4/52d ago
+4 more
after a few hires
See where your panel agrees, and where it does not.
Because everyone scores on the same rubric, the scorecards line up. Over a few hires you can see which competencies your interviewers read the same way, and which ones are worth a conversation before the next round. No leaderboard, no prediction. Just where to calibrate.
Panel calibration
Score range, 1 to 5
Competency
- System designAligned
- Backend fundamentalsAligned
- OwnershipWorth reconciling
- CollaborationAligned
Illustrative. A wider band means a competency worth reconciling, not a verdict on the candidate.
Start now
Run your next interview on the same standard for every candidate.
A complete applicant tracking system, postings, pipeline, scheduling, and offers, with structured interviewing built into the core. I'm early, by design, and I'm building it with a short list of teams who care about getting this right. It's a narrow door on purpose.
14 days free. No card.