See how candidates actually build with AI
Replace whiteboard questions and take-home assignments with a 45-minute live coding contest. Review the code, the AI prompts, and the candidate's full thinking, then compare side by side.
The problem
Why traditional coding interviews fall short
Whiteboard interviews
Tests memorized algorithm patterns, not practical skills. Creates unrealistic stress. Has little correlation with actual job performance.
Vibe Coding Game
Candidates build something real in a browser with the AI tools they'd actually use on the job. You see output, not recall.
Take-home assignments
Candidates spend a weekend polishing it. You get rehearsed work that doesn't reflect day-to-day output. Hard to compare across candidates.
Vibe Coding Game
45 minutes, same brief, same tools. You see thinking in progress. Easy to compare. Candidates respect the time investment too.
Generic coding tests
Puzzle-style platforms that block AI use, testing candidates on a skill that's increasingly irrelevant in real engineering work.
Vibe Coding Game
Candidates use Claude the same way they would at your company. You assess how well they leverage AI, not whether they can survive without it.
How it works
How AI coding interviews work
Create an interview contest
Write a role-specific brief: 'Build a user profile API', 'Create a responsive pricing table', 'Implement a search autocomplete'. Set 45–60 minutes and send each candidate their private invite link.
Candidates code with an AI assistant
Each candidate joins in a browser, no install. Claude is built into the editor. They work through the challenge and auto-submit when time runs out.
Review code, AI prompts, and candidate thinking
After the contest, every submission is stored: the code, the full AI conversation history, and a live preview. Review at your own pace. Share with the rest of the hiring panel.
Review code, AI prompts, and candidate thinking
Every submission stores the final code, every message the candidate sent to Claude, and a live preview of the result. You don't just see what they built. You see how they thought, how they asked for help, how they iterated. That's the signal that a resume can never give you.
Platform features
Built for technical hiring teams
Full AI conversation review
See every prompt the candidate sent to Claude, not just the final code output.
Side-by-side candidate comparison
Every candidate builds from the same brief. Compare submissions objectively at your own pace.
Timed, pressure-realistic conditions
Real engineering has deadlines. A 45-minute contest shows how candidates perform under them.
AI-native assessment
Stop testing candidates on a skill (no-AI coding) that's increasingly irrelevant in 2025.
Hiring panel access
Share contest results with the whole team. Everyone can review and vote on their preferred submission.
Peer voting for team buy-in
Let your team vote on submissions. The hire that the whole team picks is the one who lasts.
Real example
Example hiring workflow
Hiring a senior front-end engineer: 5-day pipeline
Shortlist candidates
Select 3–6 candidates from resume review to move to the practical round.
Send contest invites
Create one contest with the same brief for all candidates. Send each their private link.
Candidates complete the contest
Each candidate has 45 minutes. They code with Claude. Auto-submit at time end.
Hiring panel reviews submissions
All submissions are stored. Review code, AI conversations, and live previews asynchronously.
Team votes, top candidates advance
The hiring panel votes. The two strongest submissions move to a final interview round.
Benefits
Benefits for hiring teams
Assess how candidates actually use AI, the skill that matters most right now
Equal conditions for all candidates: same brief, same time, same tools
Review submissions asynchronously, no scheduling pressure on the hiring team
Objective, code-based comparison across every candidate
Faster hiring pipeline: one contest replaces two rounds
Higher team buy-in when the whole panel participates in selection
Who it's for
Who should use it?
Engineering Hiring Managers
Running practical technical assessments without wasting a whole interview slot on puzzles.
CTOs & Tech Leads
Who want to know if a candidate can actually build, not just ace a LeetCode problem.
Recruiters
Looking for a technical round that's fair, fast, and produces comparable results across candidates.
Startups
Moving fast and needing hires who can ship on day one with the AI tools your team already uses.
FAQs
Common questions
Can multiple hiring managers review submissions?
Yes. All submissions are stored after the contest and accessible to everyone you share the link with. The hiring panel can review and vote at their own pace. No need to coordinate schedules.
How long should a technical interview contest be?
45 to 60 minutes is the standard. Long enough to produce a meaningful result, short enough that candidates don't feel it's a weekend project in disguise.
Can we set a custom brief tailored to our role?
Yes, the brief is entirely free-form. Write a task that reflects your actual work: 'Build a React dashboard for a simple CRM', 'Design a webhook handler for payment events', 'Create a CLI tool for log parsing'.
Do candidates need an account to participate?
No. Candidates join via the invite link, enter their name, and start coding immediately. No account creation required.
Can we run the same contest for multiple candidates?
Yes. Every candidate gets their own private session, but they all build from the same brief. Their submissions are stored separately so you can compare them side by side.
What if a candidate doesn't want to use the AI assistant?
That's also valuable signal. You can see in the submission whether Claude was used and how. A candidate who avoids AI entirely on a task where it would help is telling you something important.
Also worth exploring
Create your first interview contest
Write a brief, invite candidates, and see who builds the best solution. Free to start. No credit card.