See what they do.
Not what they claim.
Scorecards, not résumés. A 7-day simulation hands you a calibrated score across six PM competencies. Plus the work itself.
We're shipping the candidate side first. Yours is next.
The recruiter dashboard launches in 6–12 months. Be the first to run a pilot, read real scorecards, and help shape how employers evaluate the output.
Your pipeline is louder than ever. Signal is weaker than ever.
AI writes the résumés. Candidates rehearse the stories. Take-homes get outsourced. The real question, "show me how you think under pressure," doesn't get asked until round four, when it's expensive to get wrong.
Every pipeline is filtering on the wrong signal.
Candidates memorize frameworks. Résumés get polished by AI. Bootcamp projects look identical. The question that actually predicts PM performance, “show me how you think under real constraints,” never gets asked until the final round, when it's expensive to get wrong.
of PM hires who cleared 3+ interviews still failed their 90-day on "real-world judgment."
before a new PM is trusted to own a decision unsupervised, even from a "top" candidate.
correlation between résumé quality and PM performance after AI-writing tools went mainstream.
Not a profile. Not a ranking. A verdict you can defend to your hiring committee.
A six-dimension scorecard per candidate.
Stakeholder comms. Trade-off reasoning. Prioritization. Documentation. Cross-functional leadership. Commercial judgment. Each scored 0–100 against senior-PM calibration.
BenchmarkableThe actual work, not a summary.
The PRD they wrote. The decision log. The stakeholder messages. The trade-offs they made at 3pm on Day 3. All captured, all yours to review.
AuditableA pre-vetted pool, not outbound lists.
Filter by score threshold, role simulation completed, competency strength. Message candidates directly. They opted in to be seen.
Inbound, not outboundThis is what lands in your inbox.
One PDF per candidate. Self-contained. Defensible. Built to be forwarded to a hiring committee without a meeting attached.
- 00Overall score, weighted by role
- 01Six competency bars, calibrated
- 02Manager-voice narrative feedback
- 03Link to raw artifacts (PRD, logs, messages)
- 04Simulation context and constraints used
Paul A.
(CEO voice)
“Paul held the date and took the legal hit on privacy copy, correctly, in my view. His Day-3 memo was the clearest artifact I've read from a candidate this cycle. Weak spot: he under-communicated with Design until Day 5. Senior-ready with a coach.”
Three steps. No integration project.
Pick the simulation that matches the role. Read scorecards instead of résumés. Interview on the evidence in front of you.
Pick the simulation that fits the role
Fintech PM. HealthTech PM. Platform PM. APM. Each simulation mirrors the real constraints of the role. Same cadence, same stakeholder pressure, same deliverables.
Invite your candidates in bulk.
Drop a CSV of candidate emails or paste a list. Every candidate gets a personalized invite to the same calibrated simulation. No coordinator-by-coordinator chase.
Interview on evidence
Your final round starts at "tell me about the Day-3 memo," not "walk me through your résumé." Feedback from the simulation becomes the interview structure itself.
How Capstone delivers value.
Out-of-the-box evaluations for real scenarios, customisable to your industry, and a dedicated talent pool you can hire from.
Out-of-the-box evaluations for real scenarios.
A library of pre-built simulations covering the constraints PMs actually face: Day-3 trade-off pressure, stakeholder pushback, ambiguous briefs. Send one, get a scored cohort back.
Browse the library Step 1 of 3Customise to your industry, role, and rubric.
Clone a template, tweak the brief, the constraints, the scoring weights. Hire for the job you actually have, not a generic role pulled off a shelf.
See customisation Step 2 of 3A dedicated, dogged talent pool.
Pre-vetted candidates who chose to be evaluated on the work, not the résumé. Filter by score threshold, simulation completed, and competency strength. Message them directly.
Get pilot access Step 3 of 3Out-of-the-box evaluations for real scenarios.
A library of pre-built simulations covering the constraints PMs actually face: Day-3 trade-off pressure, stakeholder pushback, ambiguous briefs. Send one, get a scored cohort back.
Browse the library Step 1 of 3What you've been told is signal, isn't.
- What it tells you
- What they claim.
- Failure mode
- AI-polished; indistinguishable.
- Capstone scorecard
- Observed output, scored.
- What it tells you
- What they had time to write.
- Failure mode
- Coached, pre-rehearsed.
- Capstone scorecard
- Live decisions, full history.
- What it tells you
- One artifact, async.
- Failure mode
- Outsourced; no pushback.
- Capstone scorecard
- 5–7 day sim with real-time friction.
- What it tells you
- How they tell a story.
- Failure mode
- Charisma ≠ competence.
- Capstone scorecard
- The work itself, calibrated.
- What it tells you
- Completion.
- Failure mode
- Participation ≠ evaluation.
- Capstone scorecard
- Scored on senior-PM benchmark.
Three steps. No integration project.
Pick the simulation that matches the role.
Pre-built simulations for fintech, consumer, platform, and APM roles. Each mirrors the real constraints. Same cadence, same stakeholder pressure.
Invite candidates. Or browse the pre-vetted pool.
Send your candidates through the sim directly, or filter the existing Capstone pool by score and competency strength. You read scorecards, not résumés.
Shortlist by evidence. Interview with a head start.
Your final round starts at "tell me about the Day-3 memo," not "walk me through your résumé." Time savings compound across every role.
Your pipeline is flooded with CVs. Let candidates prove it differently. On your rubric, on your timeline.
Be the first pilot we ship to.
The recruiter platform is 6–12 months out. Early-access partners get custom simulations for their roles, direct input on the scoring rubric, and zero implementation cost for the first pilot.