[cporios]

These are all great questions, thank you.

We don't want to serve non-hardware companies that are hiring their first hardware engineers. We want to serve companies of all sizes (including startups) that are building products that are so critical that they can't waste their senior engineers' time to do 10-20 technical interviews a week. These customers will care a lot about their hardware engineers.

Yes, our customers should do more interviewing for candidates that pass the Touvlo interview. We think that our service should be primarily a technical screening before the company invests more in additional interviewing, but you're free to use it for at any step of your recruiting process. There is also more to evaluate in a potential hire than technical skills (for example, cultural match).

> Why did I spend 4 years in engineering school, and build my professional track record, yet have to keep doing these negging tests? Does this company not employ anyone who can get a sense of a fellow engineer's skill and professionalism just by talking with them? Did they read my resume? And now they're not even administering the test themselves?

There's two parts to this: (1) On one hand, the interview should never feel like a negging test and the interview of a graduate should be completely different from the interview of a senior engineer with 5+ years of experience. And if you are extremely senior with an amazing professional track record, then perhaps no technical interviewing is necessary at all. (2) On the other hand, no one should feel offended for having to do a technical interview that matches their seniority and experience. It's outsourced to a third party company, because we can do it better and faster. Candidates will be happier, because they can interview outside business hours (incl. weekends) and have a positive experience. Also, the alternative in many cases is that the company won't bother interviewing the candidate at all, or worse, they might send a take-home test that takes hours to 100 candidates and then spend 0-3 minutes reviewing each.

Currently a job-seeker can not get their report card sent to multiple employers, however this is a good idea to consider after getting to a certain scale. At that point, we would essentially become the standard in hardware technical interviewing. Figuring out a fair payment model would be one of the challenges.