We got tired of
hiring by vibe.
Tulifo started with an uncomfortable observation: the most expensive decision a company makes repeatedly is also the least evidenced one. Millions are committed on the strength of a document the candidate wrote about themselves and a conversation nobody recorded.
We did not want to build another filter that rejects people faster. We wanted the opposite: interview everyone, give them a real scene to play, and let the work decide. That is the whole company.
Four positions we will not trade away.
Everyone gets the same scene
Fairness is not a sentiment. It is the same brief, the same rubric and the same clock for candidate one and candidate four thousand.
Performance beats polish
A confident talker and a capable practitioner look identical on paper. They do not look identical doing the task.
Evidence over instinct
Every score points at the second of footage that earned it. If we cannot show you why, we do not claim it.
The candidate is a person, not a funnel stage
Fast replies, honest criteria, a real chance to show the work — even for the people we do not advance.
Small team.
Long rehearsal.
We are engineers, recruiters and researchers who have each been on both sides of a bad hiring process. We build in the open with our customers, calibrate every rubric against real outcomes, and publish what the system got wrong as readily as what it got right.
Founded
2024
Built in
India
Hiring for
Every discipline
The people building it.
Engineers, recruiters and researchers who have each been on both sides of a bad hiring process.
The people who keep us honest.
Operators who have run hiring at scale, and who tell us when we are wrong.
Backed for the long rehearsal.
Partners who fund category work, not quarterly theatre.
Full cap table details available to enterprise procurement on request.
Written about. Occasionally applauded.
Coverage and recognition for the same argument: interview everyone, and prove the decision.
The people who stopped guessing.
Talent leaders and operators running the rehearsal on their own vacancies.
“We interviewed every applicant for the first time in the company's history. The shortlist stopped being an argument.”
Priyanka ShettyDirector, Talent Acquisition · Northvale Health4,100 candidates rehearsed in one quarter across clinical and support roles. “Our plant managers watch two minutes of tape instead of reading twenty resumes. Time-to-offer halved.”
Martin OseiHead of Plant Operations · Kessler IndustrialFrontline hiring across six sites, three languages, one rubric. “Every score points at a timestamp. When a rejected candidate asked why, we could actually answer.”
Sofia AlmeidaVP People · Lumen FinancialEvidence-linked reports now attached to every hiring decision record. “I approved one job description on Monday. By Thursday I had a ranked cast list and nothing else to do.”
Daniel WuFounder · Tideline RoboticsZero recruiter hours between JD approval and shortlist.
Approve the JD.
Everything after runs itself.
Intake, fit verification, scheduling, interviews, scoring and evidence — all autonomous. You only make one decision: who to hire.
JD approval → autonomous hiring