One wrong hire costs a quarter.You're still guessing.
No recruiting team. No brand halo. You're reading applications between standups — and deciding on vibes because nothing in the inbox shows you who can actually do the work.
Three pains every early team hits before hire #5.
Eighty applicants. Nothing to open.
Big-company brand names and buzzwords fill the pipeline. Without a known logo, you can't tell who has actually delivered — only who formatted a CV well.
Phone screens between standups.
You and your cofounder are the recruiting team. Weeks of calls that still don't show you a portfolio, a demo, or how someone thinks under real constraints.
One wrong hire costs a quarter.
At your stage there is no bench to absorb a miss. You're deciding on vibes and pedigree because the process never produced evidence.
The whole system. Post to offer.
Tracked job-board links, a composable hiring workflow, proof-of-work stages, live interviews, and a talent pool — one pipeline instead of four tools duct-taped together.
Post
Publish the role. Track every board.
Scope a challenge from your roadmap, pick a workflow template, and generate tracked apply links for LinkedIn, Indeed, and more — clicks and applications attributed per channel.
Proof
They prove it. You see the work.
Candidates move through your configured stages — pre-screen, video intro, or a proof-of-work challenge. Demos, portfolios, repos, and write-ups, not cover letters.
Interview
Live video. Rubric on screen.
In-house interview rooms with captions and scored rubrics — launched from a pipeline stage or standalone. AI suggests follow-up questions from the transcript; you run the conversation.
Review
Read the work before the calendar invite.
Triage submissions on your own time. Reviewer help when you can't evaluate every line yourself — then advance the right people in the pipeline board.
Keep
Finalists stay when the next role opens.
Strong candidates land in your talent pool — searchable, tagged, and ready for the next req without reposting and starting from zero.
Startups can't afford guesswork.They hire on output.
Wooble is built for teams on their second through tenth hire — engineers, designers, PMs, and every other tech role — where every week on a bad process is runway burned.
Every week
2k+
submissions with proof attached — demos, portfolios, and deliverables
Industry reviewers
500+
helping small teams triage before the founder call
Big-company pedigree filters out your best applicants
Submissions show who can do the work without a famous logo
Founders burn weeks on calls that prove nothing
Review submissions in the pipeline before anyone gets on a live call
No idea which job-board post actually worked
Tracked apply links attribute clicks and applications per channel
Strong candidates disappear in a Notion doc
Finalists stay in your pool for the next req
Post the role you're hiring for.Review proof this week.
No recruiter required. Publish a role with a proof-of-work workflow, share tracked links, and see who can actually deliver — before you book another phone screen.