Treadspace is the hiring manager's co-pilot. It sits beside you from the first brief to the final call, so every role is defined clearly, every interview is run the same way and every decision rests on evidence.
Trusted by hiring teams at
The problem
1It starts here
Each panelist brings their own bar instead of the company's and the hiring manager's philosophy, so the same candidate gets different verdicts.
2Then this
With no evidence against each competency, the debrief comes down to impressions and the loudest voice in the room.
The result
Far more than a salary, and decided long before the offer was made.
How the co-pilot helps
Three things every good hiring decision needs. Treadspace builds all three into every role, every interview and every call.
01 · Clarity
Create a job description and Treadspace suggests the competencies and proficiency levels it needs across technical skills, soft skills and culture fit, shaped by your company's and the hiring manager's philosophy.
02 · Consistency
A live co-pilot keeps every interviewer on the same bar: the topics still to cover, questions at the right difficulty and a check on tone, in every round, whoever is interviewing.
03 · Data
Every interview is evaluated on what was actually asked and adds to a competency bank across rounds. You see the evidence, the job-description match and whether you have enough data, then make the call.
The co-pilot
Real-time guidance during the interview, evidence after it, and one consistent hiring philosophy throughout, so you and your interviewers can focus on the people in front of you.
You lead the conversation. In real time the co-pilot shows which topics are covered, suggests questions at the right difficulty, reads sentiment and flags phrasing that may sound biased or rude. Ask whatever you like: Treadspace evaluates the questions you actually ask.
Busy interviewers get a resume summary, the role overview and what to focus on, so they walk in prepared.
Create a job description and Treadspace suggests the competencies and proficiency levels it needs across technical skills, soft skills and culture fit. That map is the source of truth for every evaluation.
Each interview is assessed on the questions actually asked, and every round adds to the candidate's competency bank. Nobody is marked down for a script they didn't follow.
Treadspace never recommends hiring or rejecting. It shows the job-description match, your interviewers' own assessments and whether you have enough data or need another round.
Tell Treadspace what to change in plain language. Workflows, rubrics and reports adjust to how your organisation hires.
Live customer results
80%
On JD authoring and evaluation design. A full role brief and rubric set in under an hour.
50%
More competencies actually probed per candidate, so fewer blind spots at offer time.
100%
Every interviewer submits structured feedback. The copilot keeps the loop closed.
We used to walk into panels with four different ideas of a good engineer. Now every interviewer works from the same competency map, and our debriefs take half the time.
The copilot is the part my interviewers didn't expect to like. It never takes over. It just reminds them what they haven't covered yet.
For the first time we can see which rounds actually predict a good hire. We dropped a round that added nothing, and time to offer came down with it.
How it works
Four steps take you from a raw requirement to a confident hire, with clarity, consistency and data built into each one.
Proposed an outbox pattern unprompted and explained the failure mode it prevents.
Described resolving a launch conflict with risk by co-writing the rollout plan.
No example yet of a decision made with incomplete information.
Ownership under ambiguity. Competency 3 unmet.
You've asked four hard questions in a row. Continue with one lighter discussion.
Ask her to walk through the trade-off she just flagged.
Why seven circles
Our mark is the method. Each circle is a piece of evidence, refined four to two to one into a clearer hiring decision. Hover a circle to see what it stands for.
Four refinements01–04
Two forces05–06
One decision07
Our approach to AI
We didn't add AI to hiring for its own sake. We built it in exactly where it earns its place: preparing interviewers, guiding the conversation in real time and turning every interview into evidence. It never tells you whom to hire. Judgment, collaboration and reading a candidate's frame of mind stay with your people.
47s
Average sustained attention on a screen. Conversations with AI drop off inside a minute. Human interviews go deeper. Gloria Mark · UC Irvine · 2023
Where AI belongs
Interview briefs in five minutes, then real-time help with topics, questions and tone while you stay in the conversation.
What it never does
Treadspace shows the job-description match and whether you have enough data. It never decides for you, in line with GDPR, India's DPDP Act and emerging AI regulation.
Where people lead
Judgment, collaboration and frame of mind are signals AI can't read in 45 seconds. They stay with the human loop.
Build AI-ready teams
Every role is changing. Treadspace defines what AI-readiness looks like for this role, and probes for it in interviews and work samples.
Operations manager
Uses AI to model demand and staffing, surface bottlenecks before they bite, and draft contingency plans the team can review in minutes instead of days.
Interview probes
Nurse
Uses AI to sweep a patient's history quickly, then decides what to trust, what to double-check with the physician, and what to discard.
Work-sample probes
Use cases
Every role becomes its own competency map and evaluation plan, so the same rigour works for engineers, nurses, sales leads and store managers alike.
System design, code quality and AI-assisted delivery, tested with real work samples rather than trivia.
Discovery, objection handling and pipeline discipline, role-played in structured and comparable rounds.
Planning under uncertainty, data-led decisions and running the pipeline with AI in the loop.
Empathy, de-escalation and the judgment to know when an AI answer needs a human hand-off.
Modelling, accuracy and verifying AI-generated numbers before anyone acts on them.
Problem framing, prioritisation and craft, evaluated against one shared rubric across the panel.
Tell us what you're hiring for and we'll show you the map and evaluation plan.
The pilot
A focused pilot on a role you're hiring for right now, so you judge Treadspace on real candidates and real decisions.
Pick one open role. We turn your brief into a researched competency map and agree what a successful pilot looks like.
Rubrics, AI skill screens and interview rounds are set up for your loop. Interviewers are onboarded in a 30-minute session.
Screen and interview real candidates with the live copilot. Every interview produces evidence mapped to competencies.
A pilot report on coverage, time to decision and interviewer calibration, compared with how you hire today.
Security and privacy
Hiring runs on trust. Treadspace is built so candidates are treated fairly, their data stays protected, and your team stays in control.
Candidate data, recordings and notes are encrypted wherever they move or are stored.
Interviewers only see the candidates and rounds they are assigned to. Admins control the rest.
Candidates are told when AI is used and consent before any interview is recorded.
Choose how long recordings and notes are kept, and delete a candidate's data on request.
Designed around GDPR, India's DPDP Act and emerging AI regulation: purpose limitation, minimisation, access rights and human decisions.
Treadspace never recommends hiring or rejecting. It shows evidence, the job-description match and whether you have enough data; a person makes every call.
FAQ
Something else on your mind? Write to us and we'll walk you through it.
Ask us anythingTreadspace is the hiring manager's co-pilot. It helps you start with clarity (a researched competency map for every role, aligned with your company's and the hiring manager's philosophy), evaluate with consistency (the right test for each competency and a live interview co-pilot that keeps every interviewer on the same bar) and hire with data (evidence mapped to competencies and reporting on every stage). AI is built in where it adds rigour; the decision stays with your team.
Yes. Hiring managers can start a free trial from this website: it sets up your own Treadspace workspace with one role, interview time and assignments included, and emails you a link to set your password. For a team rollout, request a pilot instead.
No. To respect GDPR, India's DPDP Act and emerging AI regulation, Treadspace never recommends hiring or rejecting a candidate. It shows the evidence, how well the candidate matches the job description (excellent, good, satisfactory, fair or poor) and whether you have enough data or need another round. Your interviewers add their own assessments, and the hiring manager makes the decision.
Hiring managers, recruiters and talent acquisition teams who want a structured, consistent and evidence-based hiring process, across functions such as engineering, sales, operations, customer support, finance and healthcare.
No. Treadspace is built to never replace humans but to enable them. Interviewers lead every conversation; the copilot keeps the rubric honest with real-time nudges on topics, tonality and follow-ups.
AI interview tools try to replace the interviewer. Treadspace uses AI only for skill screening at the top of the funnel and keeps depth, judgment and collaboration with human interviewers, supported by competency maps, evaluation design, a live copilot and funnel reporting.
Only for skill screening at the top of the funnel: standardised probes such as SQL, comprehension and procedural knowledge that run reliably at scale and in every candidate's timezone. Depth, judgment and collaboration stay with the human loop.
Not "writes AI code" but "gets more done with AI, reliably". Treadspace defines what that looks like for each role, from an operations manager modelling demand to a nurse searching patient history, and builds interview and work-sample probes to test it.
Yes. Treadspace is fully customisable in plain language. For example, "weight collaboration higher for Series-A engineering hires", and the workflows, rubrics and reports adjust for your organisation.
One open role, run end to end over about six weeks: a competency map and evaluation plan, AI skill screens, the live copilot in every interview, and a pilot report comparing results with how you hire today. There's no long-term commitment.
Data is encrypted in transit and at rest, access is role-based, candidates consent before any interview is recorded, and you control how long data is kept. AI never makes a hiring decision on its own.
With a pilot: one role, one loop, four refinements. Email hello@treadspacetech.com or request a pilot on treadspacetech.com.
For teams
One role, one loop, four refinements. The fastest way to see what Treadspace changes in your hiring process.
Hiring on your own? Start a free trial instead
hello@treadspacetech.com treadspacetech.com