Senior Backend Engineer
Remote · Full-time
Hire on proven skills, not résumés.
Post a role, get a verified, anonymous pipeline ranked by ability, and reveal identity only when you both agree. No bias, no fraud, no ghosting — and audit-ready by design.
- Blind, bias-free screening
- Verified, fraud-resistant
- Compliance built in
Hire faster, fairer, and fraud-free
Replace résumé screening with a verified, anonymous pipeline ranked on proven ability — and stay audit-ready by default.
Verified, fraud-resistant
Every candidate proves their skills through a cheat-resistant assessment with identity assurance — so the score you rank on is real, not a polished résumé.
Blind and bias-free
Your pipeline is anonymous: no name, photo, age, school, or employer reaches the evaluation. Screen on ability and stay defensibly fair.
Ranked by ability
A configurable composite score (test, interview, role-fit) ranks candidates on what matters for the role. Below-threshold applicants are flagged for a human, never auto-rejected.
Faster time-to-hire
AI drafts the job post, generates the assessment, and surfaces your strongest verified candidates first — cutting weeks of sourcing and screening busywork.
A brand candidates respect
Enforced zero-ghosting means every applicant gets a growth-framed report card. You build goodwill with talent instead of burning it.
Compliance built in
Blind evaluation, human oversight, and an immutable reveal-consent ledger give you audit-ready records for the EU AI Act, NYC LL144, and Emiratization out of the box.
From open role to verified hire
One continuous, auditable flow — AI does the heavy lifting, your team makes every decision.
Post a role in minutes
Generate a job description with AI, choose the skills that matter, and set your composite-score weights (test, interview, role-fit). No sourcing busywork.
Candidates prove their skills
Applicants take one cheat-resistant, AI-generated assessment under the integrity layer. The résumé is replaced by a verified skills profile you can trust.
Review a ranked, blind pipeline
Verified candidates are scored and ranked on ability alone — no name, photo, or background. Send job-specific tests or a text interview to your shortlist.
Advance and reveal on consent
Move candidates forward and request an identity reveal at an allowed stage. Real identity and right-to-work unlock only with the candidate’s consent, for your team only, logged.
Offer, e-sign, and hire
Send an e-signed offer to a verified person. Every declined candidate automatically receives a growth-framed report card — so no one is ever ghosted.
Tune the scoring to fit the role
Every role is different, so the composite score is yours to shape. Adjust the weighting of the skills test, text interview, and role-fit, add job-specific assessments, and define the stages at which identity may be revealed.
- Per-role composite weights — no fixed, one-size-fits-all formula.
- Send job-specific tests or a text interview to your shortlist.
- Role-based access (RBAC + ABAC): recruiters see only their assigned jobs.
No résumé-match component — ever.
Audit-ready hiring, in every jurisdiction
The same controls that make hiring fair also make it defensible — documented and logged from day one.
EU AI Act ready
Risk management, data governance, human oversight, logging, and explainability for high-risk hiring AI — by design.
NYC Local Law 144
Bias-audit-friendly records, candidate notice, and opt-out support for automated employment decision tools.
EEOC & bias mitigation
Blind evaluation plus a reveal-consent ledger form documented, defensible bias-mitigation controls (Title VII 4/5ths).
Data residency & privacy
GDPR, India DPDP, and UAE PDPL with in-region residency. PII is stripped before any model — a hard architectural boundary.
Hit your Emiratization targets, audit-ready
Verify Emirati status, assess on blind skills, and generate the compliance and quota reporting mainland firms need to reach 10% Emirati hires — without the fines for fake Emiratization.
- Verified Emirati talent pool
- Blind, bias-free assessment
- Quota + audit reporting
Fits the stack you already run
Bring CalHire into your workflow — with privacy boundaries that hold even across integrations.
ATS sync, post-reveal
Push hired and revealed candidates to your ATS. Identity and right-to-work data sync only after a consented reveal — never before.
REST API & webhooks
Automate roles, pipelines, and events from your own systems on Business and Enterprise plans.
SAML SSO & SCIM
Single sign-on, IP allow-lists, and scoped roles so your team logs in securely and sees only what they should.
Built for regulated, high-volume hiring
When hiring is mission-critical, CalHire scales with the security, control, and compliance your organization requires — and agencies get a verified talent pool, white-labeling, and commission tooling on top.
Start free. Scale when you do.
Candidates are always free. You only pay as your hiring grows — from your first hire to enterprise volume.
Free
$0
1 job, 20 candidates, AI job-post generation. Verified employer required.
- Most popular
Growth
$149/mo
10 jobs, 200 candidates, full anonymous pipeline and report cards.
Scale
$599/mo
50 jobs, 1,000 candidates, custom weights, exports, and basic API.
Enterprise
Let's talk
SAML, white-label, residency, ATS, compliance console, CSM, SLA.
Employer questions, answered
How verified, anonymous-first hiring works for your team.
How do candidates stay anonymous while we evaluate them?
Can the AI reject candidates automatically?
How do you prevent cheating on assessments?
Does CalHire help with EU AI Act and Emiratization compliance?
Can we connect CalHire to our ATS and tools?
What does it cost to get started?
Guides for hiring teams
Practical process design, from the job description through to the feedback you owe every applicant.
What skills-based hiring actually is (and what it is not)
Skills-based hiring decides on demonstrated ability, not proxies like degrees or job titles. What it means in practice and where it fails.
ReadStructured interviews: the highest-return change most teams never make
Same questions, same order, same rubric, scored independently. Structured interviews are unglamorous, uncomfortable to adopt, and the best value in hiring.
ReadHow to write a skills-based job description
Most job descriptions are a wish-list of proxies. How to write one around measurable skills, plus the wording that shrinks your applicant pool.
ReadWhy candidates get ghosted, and how to actually stop
Ghosting is almost never malice. It is what happens when closing the loop is optional, unowned and manual. The four structural causes, and the fix for each.
ReadTime-to-hire is a throughput metric. Quality-of-hire is the one that matters
Speed metrics are easy to collect and easy to game. How to measure whether your hiring decisions were any good, and which metrics to pair with which.
ReadDropping the degree requirement: what has to replace it
Removing a degree requirement without replacing the signal makes hiring more subjective, not less. What the degree was doing, and what to measure instead.
ReadHire the best — fairly and fast
Post your first role free and see a verified, anonymous pipeline ranked by ability — no résumés, no bias, no ghosting.