Built for speed
Time-to-assessment as a figure, self-booking as the default: your processes become as fast as your market.
Read moreTechnology
Fast decisions for talent in demand.
In the tech talent market the winner is whoever is structured and fast at once. flynne delivers both: sound assessments without process friction.
From booking to decision before the next offer arrives
Candidates with several offers do not wait for dates to be agreed by email. flynne shortens the path from registration to decision, with self-booking, automatic coordination and status back into the ATS.
A slot now, not in days.
Pre-planned windows, the candidate books, no round of coordination.
Your own technical exercises.
flynne supplies no test content; you record the procedure type once.
No AI rating.
The aptitude judgement is made by a person, the AI works on the organising.
Time-to-assessment as a figure.
Waiting times and bottlenecks in real time instead of in the weekly report.
Structure instead of gut feeling
Sound, fair procedures instead of ad hoc interviews: better for quality, diversity and your employer brand.
Read moreWhere the days go missing
Not in the judging. These four spots cost the calendar time you lose candidates over.
Finding a slot by email
Four messages for one date. With pre-planned windows the candidate books.
Waiting for ratings
Whoever has not submitted is visible, instead of being chased one by one.
Hunting for documents
Exercises, forms and results sit on the procedure, not in inboxes.
Feeding the ATS
Date and status go back automatically, with nobody maintaining two systems.
Where the market sets the pace
Every role brings its own rules, its own participants and a bottleneck of its own.
Engineering
The market sets the pace: good people run several processes in parallel, and the fastest often wins. At the same time several specialists are meant to judge and have to give up engineering time for it. The question is not whether you assess, but how much calendar time is lost doing so.
Information security
The tightest market of all, and at the same time the role with the highest reliability requirements. Anyone serving customers from regulated industries has to be able to evidence the qualification of the people involved, which makes the selection itself subject to review.
Product management
Deciding on incomplete information, prioritising against resistance, translating between engineering and sales. That shows in case work, not in a CV, and it needs assessors who have prioritised themselves.
Data and AI
Requirements that date quickly, plus growing responsibility: anyone building systems that affect people has to know the rules. Selection has to be able to test both, the craft and the attitude.
Engineering leadership
The step from engineering into leadership is regularly underestimated. What counts here only shows through observation, and the assessment should be traceable, because the decision is expensive.
Common questions from this sector
Our engineers do not want to spend time on selection procedures. What changes?
The time inside the procedure stays your decision; what falls away is the time around it. No email chains to agree dates, no hunting for documents, no reminders about ratings. Whoever has not yet submitted is visible instead of being chased.
How quickly can a candidate get an appointment?
If windows are pre-planned: immediately, because they book themselves. That is the point at which most processes lose days: not in the assessing, but in the agreeing.
Can we use our own technical exercises?
Yes. flynne organises the procedure and supplies no test content: which exercises, which rating sheets, which order, you store that as a type of procedure and reuse it.
Does flynne rate candidates with AI?
No, and that is a decision of principle, not a missing feature. The AI suggests staffing, detects conflicts and drafts messages. The suitability statement is made by a qualified person, not least because the EU AI Act draws exactly that line.
Few rules, plenty to prove
EU AI Act
For technology companies this applies twice over: systems that take part in hiring decisions count as high risk, and many firms build such systems themselves. Setting up your own selection procedure cleanly means knowing the requirements from experience. flynne judges nobody; the AI works purely on the organisation.
NIS 2
Service providers to critical infrastructure fall under the obligations themselves, including personnel capacity in information security. A company that cannot fill those roles has a compliance issue, not an HR issue.
Evidence towards customers
Tenders and security reviews ask about the qualification of the people involved, often per role. flynne documents who was selected with which qualification, reportable per role and site.
German general equal treatment act (AGG)
Technical selection procedures with coding exercises are watched particularly closely, because they can easily disadvantage groups. The same exercises, the same conditions and documented criteria are the evidence that everyone had the same chance.
DIN 33430
Occupational aptitude assessment with documented procedures and qualified participants. In IT it is rarely demanded and still worth it: it is the difference between an impression and a statement.
Ready for assessment days that simply run?
Tell us briefly how you run assessments today and we will show you in 30 minutes how flynne helps.
We reply within one working day.