Tell us about the role. We'll build your interview guide.
For example, when hiring a Head of Engineering, a tailored question might be: ‘Describe a time when you had to balance technical debt with new feature development.’ The scoring guide specifies that a strong response demonstrates task prioritization based on business needs and effective stakeholder communication.
- Context that matters.
- Role, level, industry, company background, and key challenges. Each question is designed to ensure your interview guide is both comprehensive and focused.
- Adaptive depth.
- Hiring a junior developer at a Series A requires different questions than hiring a CTO at pre-seed. Standards are adjusted to fit your specific situation.
- Ready to use.
- Ready to print and bring into the room before your next call. Not a rough draft. A working interview guide .
WHY KEENIX
Everything you need to make your most important hiring decision — in 3 minutes
CONFIDENT DECISIONS
Ask expert questions — even outside your expertise
Domain-expert questions packaged for non-expert delivery — you read the question, they reveal their capability
Explanation layer: understand why each question matters, even without deep domain knowledge
Practice-ready format: review once, conduct confidently
DEFENSIBLE DECISIONS
Know when impressive words are not saying anything
Jargon detection guidance: recognize when complexity is hiding lack of depth
Probing follow-ups that reveal whether they understand or just memorized
Substance vs performance indicators calibrated for technical roles
PROBLEM DETECTION
Look like you belong in every interview
Professional interview structure that earns respect through rigor
Questions that demonstrate you know what matters, even if you cannot evaluate the details
Confidence through preparation: show up knowing exactly what you need to learn
SPEED WITHOUT SACRIFICE
Spot domain-specific red flags you cannot see alone
Role-specific warning signs designed for non-expert detection
Behavioral red flags that transcend technical knowledge
Universal signals of competence issues — visible from any expertise level
MOVE FORWARD WITH CONVICTION
Evaluate with confidence, decide with conviction
Rubrics designed for non-expert scoring: evaluate what you can, document what you cannot
Expert-calibrated benchmarks: understand the range of acceptable answers
Evidence-based confidence: systematic evaluation creates conviction, even without domain mastery
USE CASES
Built for how you actually hire
GENERATE INTERVIEW GUIDE
Generate domain-specific questions for non-experts
Get technical questions designed for non-technical delivery
Domain expertise takes years. These interview guides package it for immediate non-expert use
Non-technical founders hiring CTOs, engineers, data scientists
SCORE CANDIDATES
Score technical competence without technical expertise
Evaluate answers using rubrics designed for your level
Domain expertise enables nuanced scoring. These scoring rubrics work at your level
Anyone evaluating candidates in unfamiliar domains
IDENTIFY RED FLAGS
Detect jargon vs substance
Identify candidates who sound good but can't deliver
"Ask a friend" creates delay and dependency. Direct detection tools work independently
Founders who fear being fooled by smooth talkers
STANDARDIZE TEAM
Evaluate beyond your knowledge boundaries
Systematically gather evidence for competencies outside your expertise
Technical advisors can't be in every meeting. Self-contained interview guides evaluate independently
Non-experts making hiring decisions alone
HOW IT WORKS
From imposter to expert in 3 minutes
Keenix generates domain-expert questions packaged for non-expert delivery. Ask what matters, understand the answers, evaluate with confidence.
Describe the role
Job details for domain-appropriate questions
Receive expert questions
Domain-specific tools for your expertise level
Evaluate with borrowed expertise
Expert questions, confident decisions
Structured Interviews
This interview process has helped build top-performing teams.
Companies like Google and Stripe achieve better hiring outcomes by using consistent questions, scoring, and standards for every candidate. You can now implement the same approach.
- Everything you need, nothing you do not.
- Each interview round has a clear purpose, with questions tailored to your specific role rather than generic templates. Follow-up questions are available to explore responses in greater depth.
- Objective evaluation.
- Scoring levels (Exceeds / Meets / Below) include specific behavioral descriptions for each competency. No more debating what "good" means. Turn "I liked them" into documented evidence you can share with your team and support.
- Identify potential issues before they lead to costly mistakes.
- Your interview guide includes warning signs identified by experienced hiring managers, enabling you to detect misaligned motivations, hidden expectations, and subtle indicators of possible problems from the outset.
INTERVIEW GUIDE
01 30 min | Phone screenFirst filter to assess basic fit, motivation, and whether to proceed with deeper interviews. |
02 60 min | Technical Deep DiveAssess skills live, with real tasks done on-site. |
03 30 min | Founder debriefAssess culture fit, values, and soft skills. |