Candidate intelligence for better interviews
Know who you're interviewing.
Kippler turns CVs, job descriptions and interview evidence into a clear candidate briefing, a tailored interview plan and a structured decision — so you can ask better questions and hire with evidence.
For founders and hiring managers, HR and internal talent teams, and recruitment businesses.
Sarah Thompson
Senior Software Engineer · London, UK
Sarah brings strong backend engineering skills and leadership experience. Her CV shows consistent delivery across fast-moving environments with proven AWS expertise.
Executive Summary
Sarah is a backend engineer with strong Python, AWS and team leadership experience. She appears well suited to a senior software engineering role, though her system-wide architecture ownership should be tested in interview.
Key Strengths
Watch Points
Skills Breakdown
See Kippler in action
From CV to better interview in 60 seconds.
See how Kippler turns a CV into candidate intelligence, tailored questions, structured interview evidence and searchable hiring memory.
The interview gap
A strong CV does not guarantee a strong interview.
The person leading the interview may not be an expert in the candidate's specialism. HR may struggle to make interviews consistent across managers. Recruiters may need to understand a complex desk quickly and help a client ask the right questions. Kippler gives each of them a clearer starting point.
Unfamiliar expertise
You know the hire matters, but not which claims, skills or gaps deserve the deepest questions.
Inconsistent interviews
Different interviewers explore different things, then return vague notes that are difficult to compare.
Weak evidence after the call
“Good candidate” is not a decision record. Teams need structured evidence, clear reasoning and accountable feedback.
Built for the people responsible for a good hire
One product. Three high-value ways to use it.
Founders & hiring managers
Interview beyond your own expertise without pretending to be the specialist. Understand the candidate's evidence, follow a tailored question plan and make a more confident human decision.
For founders & hiring managersHR & internal talent
Create a consistent process around every role. Assign the right manager, give them focused guidance, and bring interview evidence, scorecards, decisions and approved feedback back under HR oversight.
For HR & internal talentRecruitment businesses
Know your candidates better and help clients interview them better. Give consultants a faster route into complex desks, improve candidate conversations and present evidence to clients with greater credibility.
For recruitment businessesStructured collaboration without broad access
HR sets the process. Hiring managers contribute where they are needed.
Give each interviewer enough context to do good work without opening the whole organisation's candidate database or handing over HR controls.
HR creates the role and assigns the manager
An Owner or Admin adds the role and job description, records interview guidance and allocates one or more hiring managers.
HR keeps organisation-wide oversightThe manager follows role-specific guidance
The hiring manager sees only their assigned roles and candidates. They can review the candidate briefing and interview plan, then add or edit their evidence after the conversation.
Focused access, not the whole databaseHR reviews the evidence and closes the loop
HR can review the scorecard, note history and manager decision draft, choose the outcome, and generate an AI-assisted feedback draft to edit and approve before it is shared.
No automatic rejection or unapproved feedbackClear roles. No separate Admin product to buy.
Each teammate signs in with their own account and uses the organisation's shared credit pool. Access follows their role and assignments.
Owner
Owns the organisation and billing, manages team roles and has organisation-wide visibility.
Admin
Helps manage invitations, members, job roles, hiring-manager assignments, shared-credit caps and billing, with organisation-wide visibility. An Admin cannot change a teammate's organisation role.
Hiring Manager
Sees assigned roles and candidates, follows HR guidance, adds interview evidence and contributes their own decision draft. No Team, billing or organisation-wide candidate access.
Only the Owner can change a teammate's organisation role, including making or removing Admins and Hiring Managers.
Product value
From first CV to final feedback, keep the evidence connected.
Candidate intelligence
Turn a CV and optional job description into a plain-English briefing: strengths, evidence gaps, watch points, skills and areas to test.
See AI CV screeningRole-specific interview plans
Give the interviewer candidate-specific questions, useful follow-ups and the evidence they should listen for.
See interview planningEditable notes with audit history
Add or refine interview evidence while Kippler retains previous revisions, authors and timestamps. Re-analyse when the evidence changes.
Scorecards and decision drafts
Turn interview evidence into a structured scorecard and recommendation. Hiring managers can contribute their own draft; HR retains organisation-wide oversight and control of candidate-facing feedback approval.
See interview scorecardsHR-approved candidate feedback
Generate a respectful feedback draft from approved evidence, then edit and approve it before use. Kippler does not send it automatically.
Searchable hiring memory
Keep assessed candidates, interviews and outcomes in a searchable organisation database. Hiring managers still see only the records assigned to them.
Built for people who hire beyond their expertise — from your first CTO to your next Finance Director.
Software Engineers
Assess technical depth without a coding background.
Finance Leaders
Evaluate CFO and FP&A candidates with structured evidence.
Data Scientists
Understand ML and analytics experience more clearly.
Product Managers
Go beyond the CV to find strategic thinkers.
Sales Leaders
Bring structured evidence to your hiring decision.
Cyber Security Specialists
Ask the right questions in a specialist field.
For recruitment businesses
Know your candidates better. Help your clients interview them better.
Kippler helps consultants move beyond CV keywords. Use the candidate briefing to ask more credible questions, the interview plan to prepare a client, and the evidence record to present a candidate with greater substance.
Stronger candidate conversations
Understand specialist claims, identify evidence gaps and ask useful follow-ups before presenting the candidate.
Better client interview support
Help the client structure the interview around the role and candidate, rather than forwarding a CV and hoping for the best.
Practical desk learning
Give consultants who are new to a complex market a repeatable way to learn from real roles and candidates while they work.
Kippler supports consultant judgement and on-the-job learning. It is not a formal training or accreditation platform.
AI helps organise the evidence. People remain accountable.
Kippler helps teams understand information, prepare questions and structure their reasoning. It does not make the hiring decision, automatically reject a candidate or send candidate feedback without human review.
How it works
A stronger hiring process in three moves.
Add the role and candidate
Create a role, add the job description when you have one, and upload one CV or screen a batch.
Prepare the right interviewer
Review the candidate briefing and role-specific interview plan. HR can add guidance and allocate a hiring manager to the role.
Capture evidence and decide
Add interview notes or a text transcript, review the scorecard and decision draft, then keep the final decision and approved feedback under human control.
Pricing
Start free. Scale when you need to.
Screen candidates for 1 credit. Fully assess them for 10. Buy credits when you need them — or spread the cost over 12 months.
Free
One full candidate assessment, intelligence report and interview plan. No credit card required.
- One full candidate assessment
- Candidate intelligence report
- Tailored interview plan
No card required
1 credit
Screen one candidate against the role
10 credits
Fully assess one candidate — intelligence, interview plan, scorecard
How much hiring do you do?
Move the slider to find the right credit bundle
You're hiring for around 1 role
Enough for approximately 1 typical hiring process
~£42 of credits per typical hiring process
Based on screening 80 applicants and fully assessing 5 shortlisted candidates. Your actual usage will vary.
~£0.33 per credit · £59 inc. VAT
Credits valid for 12 months
What your credits can do
Use your credits however your hiring process requires.
130 credits
150 credits
150 credits
With 150 credits you could screen 90 candidates and fully assess 6 — with 0 credits spare.Applicant volumes vary by role, industry and location. Our example of 80 screened applicants and 5 full assessments is a guide only—some roles attract fewer applicants, while others may attract 200 or more.
What you're buying
Screen
Score and triage candidates consistently against the role.
→Assess
Go deeper on the people who matter.
→Interview
Give hiring managers structured, role-specific interview plans.
→Review
Capture feedback and analyse what happened at interview.
→Remember
Keep candidate intelligence after the vacancy closes.
→Search
Use AI to rediscover relevant people already known to your organisation.
Every hiring process makes Kippler more useful.
Candidates you've screened, assessed and interviewed don't disappear when the vacancy closes. Kippler builds a searchable candidate memory for your organisation, helping you rediscover relevant people when the next role opens.
The more you hire, the less it costs per vacancy
Small cost. Important decision.
Using Kippler can cost roughly £11–£42 per typical vacancy depending on volume.
That's a small cost relative to the significance of the hire — and the existing cost of the broader recruitment process:
- Recruitment agency fees
- Job advertising spend
- Hiring manager time
- Repeated interviews and restarts
- The cost of an avoidable poor hire
Doing more hiring than this?
50,000+ credits
Tailored pricing for larger internal TA teams, high-volume employers, recruitment agencies and platform partners.
See all credit bundles
| Credits | Price |
|---|---|
| 150Recommended | £49 + VAT |
| 750 | £199 + VAT |
| 1,500 | £299 + VAT |
| 3,500 | £549 + VAT |
| 7,500 | £899 + VAT |
| 15,000 | £1,499 + VAT |
| 35,000 | £2,999 + VAT |
A typical hiring process assumes screening 80 applicants and fully assessing 5 shortlisted candidates (130 credits). Actual usage varies with applicant volume and shortlist size. Applicant volumes vary by role, industry and location—some roles attract fewer applicants, while others may attract 200 or more.
FAQ
Common questions.
Know the candidate. Prepare the interviewer. Make the decision with evidence.
Start with one full candidate assessment free. No card required.