Goodfit

Fill more open roles with the TA team you have

Goodfit asks every applicant a few yes-or-no questions, then interviews and tests them. Strong people move to the next step on their own. After they join, Goodfit trains them with practice calls and checks in at day 30 and day 90.

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Trusted by HR teams at 300+ companies

Why fast hiring is hard for a small TA team

When open roles double, resume reviews and phone screens double too. Adding recruiters takes months and costs a lot. Meanwhile, the people you hired last quarter need training and some are already unhappy. Goodfit takes the first interview off your recruiters and calls new hires, so you hear about problems early.

From applicant to day 90 with one tool

Each row below is a screen your TA and people teams use.

Screening steps

Candidates pass three checks before a recruiter sees them

Pre-screening questions check the basics. The AI interview scores the core skills. A skill test checks the technical level. Your recruiters spend their time on the people who passed all three.

Pre-screening

Knock-out questions remove people who cannot take the job

Ask about location, shift, work permit or pay before anyone is interviewed. You choose which answers end the application. Candidates who pass go straight to the AI interview.

Automations

Rules move candidates to the next step overnight

Write each rule in plain English, for example “move anyone who scores 7.5 or above to the CRM test.” Goodfit applies it to every new result. Any rule that would reject someone asks a person to confirm first.

Later rounds

Collect feedback from every interviewer in one place

Interview Assistant joins Google Meet and Teams interviews, records them and writes up each skill. Each interviewer rates the candidate from a private link. You can see who has not sent feedback yet.

Connections

Goodfit sends results to Slack, your calendar and your HR system

Scores post to Slack. Interviews are booked on your Google or Microsoft calendar. Webhooks and a REST API send results to your other systems. We connect your ATS or HR system during setup.

Train

New account executives practice sales calls before they meet buyers

Each new hire runs practice calls with an AI buyer who pushes back on price and timing. Every call is scored out of 10 on the skills you choose. Sales managers see who is ready and who needs coaching.

Retain

Check-in calls show which new hires might leave

Goodfit calls new hires at milestones you choose, such as day 30 and day 90. Employees are told who will see their answers. You get a list of people who might leave, with the reason each one gave.

Free to start

Try Goodfit on your next open role

Create a free account, add a job and send the AI interview to real applicants. You get a scorecard for each one with the recording behind every score.

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Customer story · Logile

Logile has close to 40 open roles at a time, most of them technical. Its TA team has three people. Goodfit cut their screening and shortlisting time by 25 to 30%. They did not add anyone to the team.

“The video interviews cut out one full round of live interviewing. Across four rounds, that's a 25 to 30% time saving on shortlisting alone.”
Vivek KumarGlobal Manager: People and Culture, Logile
Read the full story

25–30%

Less time on shortlisting and screening

1,785

Applications processed since launch

FAQ

Questions growth-stage teams ask about Goodfit

How many open roles can a small TA team run with Goodfit?
Logile runs close to 40 open roles at a time with three people in TA. Goodfit runs the first interview for every applicant, so recruiter time goes to the shortlist.
Can rules reject candidates on their own?
No. Rules can move candidates, email them and post to Slack. Any rule that would reject someone waits for a person on your team to confirm.
Does Goodfit work with our ATS or HRIS?
Goodfit can be your ATS. If you keep your current ATS or HR system, we connect it with you during setup. Webhooks and a REST API are also available.
What happens on a check-in call?
Goodfit phones the employee for five to ten minutes. It asks how the job compares to what they expected, how their manager supports them and whether they plan to stay. You get a summary for each person and the recording.

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Use case

Volume hiring

Run your next hiring push on Goodfit

Set up one open role with pre-screening, an AI interview and a skill test. See who reaches your recruiters.

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