ROLE-BASED WORKPLACE SIMULATION

See what
candidates are
made of.

Replace rehearsed answers and subjective impressions with structured, reviewable evidence of candidate performance.

Mettled gives hiring teams evidence of how candidates actually operate—not just how well they interview.

EVIDENCE, THEN
JUDGMENT
SOC 2 Type II SSO / SAML Audit-logged
SECURE WORKSPACE ACCESS
Sign in to Mettled
For evaluators and authorized hiring teams.
OR
Encrypted at rest · access is role-based & audit-logged
BUILT FOR HIGH-CONSEQUENCE HIRING
Executive & leadership· Data & AI roles· Security & risk· Customer-facing· Product & strategy
A BETTER MODEL

Two ways to judge a candidate.
Only one leaves a record.

THE OLD WAY THE PANEL INTERVIEW
"Tell me about a time you…"
Wrong test
You measure how well someone interviews, not whether they can do the job. Those are rarely the same skill.
Rewards rehearsal
Hypothetical questions reward memory, confidence, and a polished story. The best talker wins, not the best operator.
Inefficient
Six or more senior people, at least 30 minutes each, on every candidate. Hours of your scarcest capacity, and it never scales.
Subjective
Different interviewers, different questions, different standards. Two candidates never face the same bar, so no two results compare.
Hard to defend
When the decision gets challenged, you have scattered notes and fading memory. Nothing solid to stand behind.
THE METTLED WAY THE SIMULATION
Résumés tell. Interviews suggest. Mettled reveals.
A real room
Candidates step into a role-specific workplace simulation, like a security incident SWAT room, not a list of hypothetical questions.
The room reacts
AI execs, customers, tech leads, and legal respond live to what the candidate asks, assumes, and decides.
Evidence, not memory
Every behavior maps to your role's 12 competency dimensions and traces to a timestamped moment in the transcript. No claim without a citation.
Two reviewers, not six
One structured simulation replaces the early six-person loop. One or two reviewers decide on rich evidence and keep authority to override.
One standard
Every candidate runs a comparable scenario against the same competency framework, configured as a focused 10, 30, or 60 minutes.
HOW IT WORKS

From a live scenario to a signed decision

Four steps, one continuous record. The AI reads the evidence; a human always makes the call.

01SIMULATE
ML
DW
KI
A real workplace scene
The candidate leads a live meeting of AI stakeholders who push back and react in real time.
02CAPTURE
E1 · 12:41
"What are we actually measuring?"
Actions become evidence
Every meaningful moment is timestamped and pinned. The transcript becomes a searchable record.
03AI READS
ALIGNMENTHIGH
Converted pushback into a shared move.
E1
Observations, cited
Confidence-graded reads, each linked to the exact moment that supports it. Advisory, never a verdict.
04HUMAN DECIDES
SEALED · ADVANCE
signed Alex Vance
A signed record
The evaluator decides and signs with their reasoning. Versions pinned, hashed, and audit-logged.
GOVERNANCE, THROUGHOUT
Consent is captured before anything records, the candidate only ever sees a fair meeting, and no decision finalizes without a documented human judgment.
WHY TEAMS SWITCH

Better decisions, far less overhead

Hours back per hire
Trade six or more senior interviewers at 30 minutes each for one or two reviewers reading the evidence. Experts get their calendars back.
Evidence, not impressions
Every candidate meets the same scenario and the same bar, reviewed across 12 competencies from a transcript of what they actually did.
Neither mistake
Don't hire the wrong person because gaps stayed hidden. Don't lose the right one because the process dragged.

The interview tests the interview. Mettled tests the role.

Anyone can tell you what they would do if hired. Mettled lets them show you. Evidence, then judgment.