One structure. Every interview.
No exceptions.
Build it once. Every interviewer inherits it. Every candidate is measured against it. A human signs off before it counts.
Hiring used to run on a feeling in the room. S9 InnerView reads the room instead, in real time, skill by skill, and still leaves the final call exactly where it belongs: with a person.
Four steps. Zero shortcuts.
No step skips the one before it. That's the whole design.
Propose
A job description goes in, S9 InnerView recommends the skills critical to high performance, from the S9 45 Performance-Based Skills™ framework.
Finalize & lock🔒 locked
The hiring manager finalizes the skills and sets what matters most. Once the first resume's been screened, it locks, no moving the goalposts mid-search.
Select & assist
At scheduling, pick which skills this round covers. Live in the interview, preset questions appear alongside real-time AI follow-ups, accept what helps, skip the rest.
Score & decide
The interviewer scores each skill live; it rolls up into one Stratum Score. Afterward, a transcript and summary give you the full case, enough to move a candidate forward, or not, without guessing.
Three seats, one standard
Everyone in the room works from the same finalized structure, so nobody measures off their own bar.
What's actually running underneath
Three systems, each doing one job, none of them running the interview for you.
Where consistency gets built, not promised.
Starts from an AI-suggested baseline.
- S9 InnerView reads the job description and proposes the skills critical to high performance across Career, Role, and Culture, so the hiring manager isn't building from a blank page.
- The hiring manager shapes it until it reflects the role: typically ~10 Role skills and ~5 Culture skills.
- Once locked, no interviewer improvises their own criteria for this role.
- The same set holds from candidate one to candidate fifty, nothing changes in between.
Real-time support, not autopilot.
Every question comes from the same standard.
- The assistant asks from the role's finalized skill set, so no interviewer is improvising their own version.
- Follow-ups suggest themselves in the moment, not a script written in advance.
- Focus on the candidate, not your notepad. The assistant handles the note-taking, so the interviewer can stay present in the conversation.
- Every suggestion is optional: accept it, skip it, or ask something else entirely.
Scored on what happened in the room.
Built on the S9 45 Performance-Based Skills™ framework.
- Scoring is based on the S9 45 Performance-Based Skills™ framework: S9's proprietary set of critical skills tied to high performance, not a black box with no visible logic.
- What's measured is behavior, not resume language.
- Each skill is weighted by how much it matters for this role. Career, Role, and Culture weights are adjustable, tailored to what the role actually needs, not a fixed split, not a generic average.
- Everything rolls up into one Stratum Score, with reasoning attached. The result isn't just a number, it comes with the evidence behind it, ready for a human to review.
Not our claim. The field's.
- 01Unstructured interviews are one of the least reliable predictors of job performance.
- 02This is established industrial-organizational psychology — not an S9 InnerView result.
- 03Structure = Consistency between interviewers + A decision you can defend later.
Tell me about a time you had to resolve a conflict within your team.
Where it sits in your stack
What stays yours vs. what S9 InnerView assists.
Stays yours
- Sourcing
- Offers
- Onboarding
S9 InnerView assists
- Resume parsing
- Job description → interview structure
- The interview itself
- Scored, human-reviewed result
Straight answers
No filler, no "it depends," just what the product does.
No. It's the structure layer underneath the interviews you're already running.
Either can, and it works best as a collaborative effort between the two. Whoever finalizes it, that becomes the standard every interviewer for the role follows.
Hiring manager sets what's measured. Interviewer controls how the conversation goes.
The Structured Interview Builder, AI Interview Assistant, and Behavioral Assessments are designed to run together. The standard only holds if all three stay connected end to end.
From the skill set your hiring manager finalizes and locks: Career, Role, and Culture weights, set per role, not inferred silently in the background.
Reach out during the beta and we'll walk through what's possible for your existing transcript history.
Same role. Same candidate pool. Five different interviews.
S9 InnerView gives every interviewer the same questions, the same standard, and the same skills to score, on purpose, every time. A human still makes the final call.
Beta's small on purpose. It won't stay open.
Still here? Respect.
You've read more than most interviewers read job descriptions.
Take five, here's something to listen to that isn't a cue card.