We built JIA becausewe were drowning in it.
JustInterview.ai is built by Techdome Solutions, a product engineering company. We didn't build it for a client. We built it because we were hiring engineers for our own team and spending 30 hours a week on a process that clearly shouldn't need 30 hours.
Parent company
Techdome Solutions Pvt Ltd
Engineering team
150+ engineers at Techdome
JIA users
2,000+ companies
How it started.
The problem we lived.
We were a 40-person engineering company scaling to 100. We had HackerRank for assessments, Calendly for scheduling, Google Forms for initial screening, an ATS for tracking, Slack for team discussion, and Excel for the candidates who fell through the cracks between all of them.
Six tools. No single view. And 30 hours of coordination every week that nobody owned.
The stack that wasn't working
What existed wasn't built for us.
We looked at the market. Enterprise tools were built for HR teams of 20, not engineering companies running lean. Lightweight tools only solved one part of the problem. Nothing ran the whole pipeline — sourcing, screening, interviewing, assessing, and selecting — in a single coherent system.
So we did what engineers do when they hit a wall. We built it ourselves.
We shipped it. Then others asked for it.
We built the first version for our own hiring. It worked well enough that other companies started asking if they could use it. The original internal tool became a product. Two years later, over 2,000 companies run their full hiring pipeline on what started as our fix to a problem we lived every week.
We haven't touched a spreadsheet for hiring since.
2,000+
companies on JIA
5M+
candidates assessed
2 yrs
since public launch
What we believe.
The decisions we make when building JIA come from a few core convictions.
AI should own the pipeline, not assist with it.
Copilot-style assistance in hiring just adds another thing to review. JIA is designed to run the first four stages automatically — sourcing, screening, interviewing, and assessing — and hand off to humans only when the conversation actually needs one. Partial automation creates more coordination overhead, not less.
Every candidate deserves a structured evaluation.
At scale, manual hiring is inconsistent. Two recruiters on the same team will evaluate the same candidate differently on different days. JIA applies the same criteria to every candidate, every time — whether you're hiring one engineer or a hundred. That consistency isn't just efficient. It's fair.
Speed and quality are not a tradeoff.
The assumption that moving faster means hiring worse is what keeps broken processes alive. When you remove coordination overhead, you actually make better decisions — because your team has more time and more information for the conversations that matter. The bottleneck was never the judgment. It was the scheduling.
JustInterview.ai
A product of Techdome Solutions Pvt Ltd
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