01 — Source
We identify relevant candidates
No open funnels. No noise from the start.
High-signal candidate filtering
Stop wasting time hiring entry-level tech talent
We filter candidates through real evaluation — only the top 10–20% reach you
Not a job board. Not a training platform. A filtering system.
Only 10–20% of candidates pass our assessment. The rest never reach your interview pipeline.
The problem
Most candidates look good on paper — very few perform
- Resumes don't reflect real ability
- Screening takes too much time
- Weak candidates slip through
- Hiring decisions lack real signal
Most hiring systems optimize for volume. You're left doing the filtering yourself.
The solution
We filter candidates before you see them
Prepixo replaces resume filtering with structured evaluation. Only the top candidates move forward.
- Structured evaluation replaces resume filtering
- Only top candidates move forward
- You spend time interviewing, not screening
- Every candidate arrives assessed and prepared
You interview with confidence — not hope.
How it works
Four stages that remove noise and deliver signal
Each stage has one purpose: ensure only high-signal candidates reach you.
02 — Evaluate
We test real skills, not keywords
Only candidates who perform on real tasks move forward.
03 — Prepare
Candidates are refined before interviews
You receive profiles that are already shaped for your context.
04 — Present
You receive only high-signal profiles
Interviews are for decisions — not discovery.
Built for signal, not volume
Built for signal, not volume
Every decision in our process is designed to increase confidence — not just fill a pipeline.
Screening
No resume-only screening
Every candidate is validated through structured real-world tasks.
Verification
No unverified candidates
Only candidates who pass assessment reach your pipeline.
Training
No generic training
Preparation is role-specific and execution-focused.
Execution
Focus on real-world ability
Signal comes from performance, not self-reported credentials.
The numbers
What the process actually produces
10–20%
Pass rate
Only the top fraction of candidates reach you — the rest are filtered out.
Multi-step
Assessment process
Structured evaluation across multiple stages, not a single test.
Real tasks
Evaluation method
Candidates are assessed on execution — not theory or credentials.
Interview-ready
Candidate state
Every candidate arriving in your pipeline is prepared for evaluation.
Built by engineers with experience across enterprise and high-scale systems
ANZ KPMG Microsoft EY Johnson & Johnson Shell
Who you'll work with
Who You'll Work With
Focused execution with real-world system experience
Start filtering
Stop wasting time on weak candidates
Start interviewing only the ones who actually matter.
Limited pilot slots. Intake is intentionally restricted.