Veer exists to replace subjective, resume-driven technical hiring with a structured, verified assessment pipeline — so engineers are judged on demonstrated ability, not on how well a CV was written, and companies can make hiring decisions on evidence instead of guesswork.
Traditional technical hiring runs every candidate through the same resume black hole: keyword-matching ATS filters, unstructured phone screens, and interview panels that score the same answer differently depending on who's in the room. A strong engineer gets filtered out over resume formatting. A weaker one gets through on buzzwords. Neither outcome is fair, and neither answers the one question a hiring manager actually needs answered — can this person do the job.
We built Veer to fix that by standardizing the evaluation itself: the same structured pipeline, the same scoring logic, and the same evidence trail for every candidate.
Instead of a single resume scan, candidates move through a structured pipeline — verified profile, AI ATS resume analysis, technical MCQs, and a bug-fix coding challenge reviewed by AI, followed by a recorded video interview that a recruiter watches. Scores are generated from actual evidence — parsed resume content, quiz results and submitted code — and the hiring decision stays with a person.
Companies then set a minimum score cutoff on their job posting and only see candidates who clear it — filtering happens on verified performance, not on who wrote the flashiest resume.
This is also why we build the assessment platform the way we do: every AI-assisted recommendation is confirmed or overridden by a qualified human reviewer before it ever reaches a candidate or an employer — the model informs a decision, it never makes one alone. We don't perform facial recognition, emotion inference, or gaze/biometric analysis on interview video, ever. And candidate data stays on EU-resident infrastructure, technically enforced, not just promised in a contract. These aren't marketing lines — they're the architecture.
See the assessment pipelineScores come from parsed resume evidence, quiz performance, and executed code — not school names or job titles.
Every composite score is broken into the weighted factors behind it, so candidates and recruiters both see how it was calculated.
We deliberately never collect protected characteristics — race, gender, age — anywhere in the platform. It's not in the data model.
Our scoring pipeline automatically flags placeholder factors, missing evidence, and score disagreements so a human reviews anything a composite score alone shouldn't decide.
Veer is built by a small team of engineers and recruiters who were frustrated with biased, keyword-driven technical hiring on both sides of the table — as candidates rejected by resume parsers, and as recruiters unable to tell who actually knew how to code. We built the platform we wished existed.
Join the verified assessment pipeline, whichever side of the hire you're on.
Veer was built to replace slow, keyword-matching hiring with a structured, skills-first pipeline — CV/ATS scoring, an exam, a real coding round, and an AI interview — so candidates are judged on demonstrated ability rather than a resume's wording.
No. Veer is an independent assessment and recruitment platform, not a staffing or recruitment agency. Companies use Veer directly to post roles and search the verified talent pool; we don't take placement commissions.
Every candidate in a track answers questions drawn from the same category-specific question banks, under the same timers and anti-cheat rules. Scoring is based on the MCQ exam, coding round, and interview responses — not on demographic data, name, or school.
Veer operates with a UK & Ireland focus, and our data handling practices are built around GDPR requirements — see our Privacy Policy for details on data residency.
Visit our Contact page for candidate support, enterprise sales, and partnership inquiries — we typically respond within 24 hours.