The rubric came from a book, not a whiteboard session.
Live scores against the four-dimension rubric from the Interviewer’s Guide, written by a practicing director of enterprise architecture with 30 years in the industry. The book came first, it stands on its own, and you can read it before deciding anything about the software.
Why this matters commercially
Every competitor’s rubric is either proprietary and unexplained, or a generic five-point scale. Live’s is published, authored by a named person, and structurally defensible: four dimensions with behavioral anchors and explicit level calibration at Junior/Mid, Senior and Lead/Staff+.
That is exactly the artifact a Local Law 144 bias audit, or a candidate’s discrimination claim, will ask you to produce. It is the reason a hiring methodology that started as a book turns out to be the compliance asset as well as the marketing one.
A competitor can ship a feature in a quarter. They cannot ship the book.
What the book covers that the product uses
| Four dimensions | Problem Decomposition, Architectural Judgment, Technical Depth, Communication |
| Behavioral anchors | Written separately for three level bands, so the same answer scores differently at mid and staff |
| Six failure modes | The structural ways interviews go wrong, and the remedies built into the interview flow |
| Time structure | The phase timings the progress rail shows the candidate, including the hard guard on requirements |
| Prompting discipline | Why hints get a budget by level, and why logging every one matters for comparability. The interviewer applies the budget; recording hints is planned and not built yet |
The blog series at technical-interviews.com works through the same material one post at a time, and is free. If you want to evaluate the thinking before the software, start there.