Authentic Loops

Key Features

• •Share Interview Loops: Users can post a detailed step-by-step account of their interview process at any company, including each stage like phone screen, hiring manager, panel, and final outcome. This turns individual experience into collective knowledge.
• •React to Loops: Candidates and community members can react to posted loops, signaling agreement, empathy, or highlighting helpful experiences. Reaction counts help surface the most impactful stories and foster community-driven accountability.
• •Company Accountability: By making interview experiences public, the platform encourages companies to improve their processes. Spotlighting those that do it right rewards fair employers and pressures others to follow suit.
• •Process Breakdown: Each loop breaks down the interview into individual steps (e.g., Phone Screen, Hiring Manager, Take Home, Exercise, Onsite Loop), providing granular insight into what candidates actually go through from start to finish.
• •Outcome Transparency: Loops clearly show whether the candidate was declined, ghosted, or received an offer, giving a complete picture of the hiring process and helping others gauge their chances.
• •Filter and Browse: An on-site filter icon allows users to narrow down loops by criteria such as company or outcome, making it easy to find relevant interview stories quickly.

Use Cases

• •Job seekers researching companies: Use Authentic Loops to read real interview experiences before applying, helping gauge difficulty, culture, and fairness. For example, a designer considering Aurora Solar can see that the process there may be brief and lead to a quick rejection.
• •HR teams benchmarking their process: Companies can see how their interview structure compares to peers by reading loops about their own organization and others. Patterns like multiple panels or take-home assignments help identify industry norms and areas for improvement.
• •Candidates sharing feedback: After an interview, users can post a loop to warn others about ghosting or to commend a company with a smooth process. Adam Spooner’s positive loop about Laylo helps future applicants prepare for a rigorous yet rewarding series of steps.
• •Recruiters spotting red flags: Recruiters can browse loops for complaints about ghosting or excessive rounds. A loop from Hera shows a phone screen followed by being ghosted, signaling a need for better communication.
• •Community-driven accountability: Reacting to loops amplifies both good and bad experiences. The 5 reactions on Myles Grant’s Anthropic loop highlight a notable process, creating pressure for companies to maintain high standards.
• •Interview strategy planning: By seeing common steps like Take Home or Panel in loops for specific roles, candidates can tailor their preparation. A loop for a Staff+ Engineer at Anthropic includes an Exercise step, prompting candidates to practice technical assessments.

Who is this for?

Tech job seekers including software engineers, product designers, and other professionals who undergo multi-round interviews and desire transparency in hiring. HR managers and recruiting teams at companies aiming to improve their interview processes and build a positive employer brand also benefit. The platform is ideal for candidates who want to make informed application decisions and for organizations committed to creating fair, respectful hiring experiences.