HIRING VALIDATION · GOVERNED PROTOCOL
Résumés and interviews are theater. Pairpath runs candidates through structured, AI-orchestrated work evaluations — so you hire on evidence, not eloquence.
Monthly billing · cancel anytime · built for founder-led teams of 10–75
CLAIM, AS PITCHED
"I'm a 10× engineer."
Exhibit A — The Problem
Credentials are claims. Interviews reward rehearsal. The only thing that predicts how someone performs in the role is how they perform in the role — so that's what Pairpath measures.
EVAL-72H ▸ designed queue backpressure under live fault injection · recovery p95 −38%
OBSERVED ▸ took an unowned migration from zero context to scoped plan, tradeoffs, and delivery
LOGGED ▸ 14 review threads · clear rationale on every decision · zero churn loops
MEASURED ▸ 3 features shipped in evaluation window · 0 rollbacks · tests written first
Exhibit B — The Protocol
Pick a role and run it. This is the same orchestration that governs every Pairpath evaluation period — live, structured, and auditable end to end.
Scores real work artifacts against the role's skill graph — not keyword bingo.
Reads how the candidate works: communication, judgment, follow-through under load.
Semantic match between demonstrated skills and what this role actually demands.
Normalizes every signal across candidates so verdicts are comparable and fair.
This verdict took 90 seconds. Yours run over real evaluation periods.
Exhibit C — The Math
Drag the slider to the salary of your next engineering hire. The numbers do the pitching — which is fitting, because we won't.
$160,000/ YEAR
Mis-hire cost modeled at 30% of first-year earnings (U.S. Dept. of Labor estimate) — before counting lost roadmap time, team drag, and the re-hire itself.
Procedure — Four Stages
STAGE 1
Encode what the role actually demands. Pairpath builds the skill graph and evaluation rubric with you.
STAGE 2
Semantic skill matching surfaces candidates whose demonstrated work fits — not whose résumé ranks.
STAGE 3
Candidates complete a structured, paid evaluation period. Four agents observe, score, and calibrate.
STAGE 4
You get a verdict with the receipts attached: scores, artifacts, and the full audit trail behind them.
The Terms
No annual lock-in, no per-hire success fees. A flat monthly rate that costs less than one week of a mis-hire.
$450/ MO
For your first critical hires.
$950/ MO
For teams hiring on multiple fronts.
$1,900/ MO
For sustained, multi-role hiring.
ALL PLANS: MONTHLY BILLING · CANCEL ANYTIME · EVALUATION STIPENDS BILLED AT COST
Yes — the strong ones prefer it. Evaluations are scoped, time-boxed, and paid, and candidates keep a portable evidence record either way. The people who object most are the ones whose résumés were doing the heavy lifting.
Take-homes are one artifact, graded by a tired human, with no calibration across candidates. Pairpath runs a governed protocol: four specialized agents score real work over a structured period, and every verdict is normalized so candidates are comparable.
Every evaluation follows the same rubric, the same stages, and produces the same auditable record. You can open any verdict and see exactly which evidence produced which score. No black box, no gut feel laundered through software.
Yes. Billing is month to month and cancellation takes effect at the end of the current cycle. Active evaluations run to completion so candidates are never left hanging.
Plan selected: TEAM — $950/MO
We'll set up your workspace and first role rubric within one business day.
Evidence received. We'll be in touch within one business day to activate your subscription.