Adaptive AI interview · 16 competencies · Evidence-based scoring
Know what level of product manager you actually are
Answer real product questions. Each follow-up adapts to what you said, and you get an evidence-based score across all 16 competencies, not a self-review.
No account needed. About 10 minutes. Pause anytime.
From a sample report
The enterprise-versus-self-serve tradeoff was specific, defensible, and revisited when challenged.
Examples of managing a difficult customer conversation were concrete and specific.
Peer- and leadership-level influence examples were vague when pressed for specifics.
Try one adaptive question
This is a demonstration, not part of the formal assessment. Nothing you type here is saved. One question, one turn.
Interviewer
Tell me about a difficult roadmap decision you made under stakeholder pressure.
Every participant gets their own developmental report. If your organization sponsors the assessment, it also receives a separate evaluation built for that decision.
Managing product people, or evaluating talent at scale? For managers · For HR
- Interviewer
Tell me about a time you had to prioritize between two roadmap items under real stakeholder pressure.
- You
We had an enterprise account threatening to churn, while a much larger self-service cohort was experiencing the same limitation. I delayed the enterprise request by a full quarter, even though it meant a difficult conversation with our largest customer.
- Interviewer
What evidence told you that was the right decision, rather than simply the easier conversation to avoid?
Your follow-up questions are shaped by the examples you provide. Claims are tested for evidence, context, scale, judgment, and results.
What the assessment evaluates
The goal is not to reward polished interview answers. It is to distinguish between what you understand, what you have experienced, and what you have repeatedly demonstrated.
4 competency families, 16 scored dimensions. Every dimension is scored from evidence in your own interview and carries its own confidence level, so you can see how firmly each score is held.
Strategic Thinking
- Product Strategy
- Market & Competitive Judgment
- Innovation Behavior
- AI-Era Product Leadership
Execution & Judgment
- Prioritization & Judgment
- Execution & Delivery Discipline
- Analytics & Data Judgment
- Technical Competency
Leadership & Influence
- Communication & Executive Presence
- Stakeholder Management & Influence
- People Leadership & Talent Development
- Product Operating Model Maturity
Commercial & Customer Judgment
- Commercial & Business Acumen
- Customer Centricity
- Ethics & Responsibility
- Learning Velocity & Adaptability
One question at a time, each built on your last answer
Nothing is scripted in advance, so there is no question list to prepare against. See exactly how the four stages work, and why about 90 minutes is long enough that preparation runs out.
More than a one-off report
From assessment to a plan you actually follow
The conversation is the beginning. Its findings become a development plan that evolves with you, quarter by quarter, so a single assessment turns into sustained growth.
- 01AssessmentA longer, adaptive interview about the decisions you actually made and what resulted.
- 02ReportAn evidence-based read on your demonstrated strengths, the gaps, and your fit for the next level.
- 03Development planA rolling 12-month plan generated from your report, with quarterly objectives tied to the gaps that matter most.
- 04Quarterly check-insShort conversations each quarter that update the plan as your evidence changes, so growth is tracked, not guessed.
For managers of product teams
Grow your PMs with the same evidence you’d want for yourself
See where each person on your team actually operates, who’s ready for the next level, and what to coach, all from the same rigorous conversation.
Ratings inflate and one-on-ones drift. A manager rarely gets an evidence-based read on each PM’s real strengths and gaps, or a clear view of where the whole team is thin. This gives you both, tied to what people have actually demonstrated rather than how they describe themselves.
Who's ready
Level fit and next-level readiness for each person, grounded in evidence from their own interview.
What to coach
The development priorities that matter most, per person and across the team, so your one-on-ones have a spine.
Where the team is thin
The gaps that show up again and again, so you invest where it actually counts.
Free while the product is in launch, up to 8 people. No credit card. Each person keeps their own report, and you are the only person who sees the reports of those who accept.
For HR and talent leaders
Bring the same evidence to hiring, promotion, and succession calls
One consistent rubric across every hiring, promotion, and succession decision, with a separate evaluator report built for each one. It informs the decision. It never makes it for you.
Hiring
Add a consistent, evidence-based signal to senior product hiring, focused on what a candidate has actually demonstrated rather than how well they interview.
Promotion calibration
Bring the same standard to every promotion case, with a clear read on what is already proven at the target level and what still needs evidence.
Succession planning
See where your product bench is strong and where it is thin, grounded in demonstrated judgment and scope, not reputation.
Talent development
Give every product person a rolling development plan tied to their real gaps, and track growth over time with quarterly check-ins.
Organizations are onboarded by hand, a few at a time. Individuals can always start a free assessment.
Rigorous by design, and honest about what’s still ahead
If you’re bringing this into hiring, promotion, or development decisions, here is how it is built, and what we do not yet claim.
One rubric, applied the same way every time
Every participant is scored against the same 16 competency dimensions, with evidence-based scoring and a stated confidence level on each score. Consistency is engineered in, not left to the interviewer's mood or the candidate's polish.
It informs the decision, it does not make it
Every report is built to support a human hiring, promotion, or development conversation, never to replace it. A person always makes the call.
Scored on what you did, not who you are
The rubric evaluates the decisions you describe, the tradeoffs you weighed, and the results that followed. It is designed to measure demonstrated judgment and experience, not personality type or demographic characteristics, and we do not ask you to disclose protected characteristics. The same rubric applies to everyone.
Candid about validation
Formal validation and adverse-impact study are work we are actively doing, not work we claim to have finished. We would rather tell you where we are than overstate it.
Straightforward about your data
You are told plainly what happens to your conversation and your report before you start.
Read our data handling notes →Built by someone who has spent 25 years making the hiring, promotion, and development calls this replaces the guesswork on. Read why.
Before you start
- How long does it take?
- About 90 minutes, across as many sittings as you like. Your progress saves after every answer, so it moves at your pace, one question at a time.
- Can I pause and come back?
- Yes. Your progress is saved after each answer, so you can leave and pick up exactly where you left off.
- Who receives the report?
- You always receive your own developmental report. If an organization sponsored your assessment, they receive a separate report written for their decision. You are told which applies before the interview begins.
- Does this replace human judgment?
- No. The report is built to inform a hiring, promotion, or development conversation, not to make the decision on its own.
- How much does it cost?
- Individual assessments and development plans are free while the product is in launch. Organizations that want to run assessments across a team use a paid team plan, which is in early access now.
- How do organizations use it?
- Organizations bring evidence and consistency to hiring, promotion, and succession decisions, and support ongoing development. When an organization sponsors an assessment, it receives a separate evaluation written for that decision, and you are told before the interview begins.
Read more frequently asked questions, see the full breakdown on our pricing page, or read more in our data handling notes and terms.
You have a résumé. This shows the evidence behind it.
See what your experience demonstrates, where the evidence is thin, and what you should build next.
Free during launch. Pause and return anytime.