The problem

Today, candidates are submitted on the strength of a resume and a recruiter's verbal summary. Hiring managers receive a recommendation they cannot fully inspect, so they schedule another round of interviews to build the confidence that should already exist. The result is slower decisions, repeated screening, and candidates who do well in structured settings but lose out to a paragraph on a slide.

What we believe

Hiring decisions should be grounded in inspectable evidence — not gut feel, not a recruiter's paraphrase, and not a resume that tells you what someone has done without showing you how they think. When the evidence is visible, decisions get faster, fairer, and easier to defend.

What SealHire does

SealHire seals every structured interview into a verifiable, shareable proof record. Candidates answer role-specific questions asynchronously on camera. The AI adapts to their responses and the role rubric, then generates a timestamped transcript with evidence-cited scores tied to specific answers. That package — video, transcript, scores, integrity context — becomes the sealed profile: a credential the candidate owns and the hiring team can inspect, not simply trust.

Our principles

• Candidate-first. A candidate is never charged to interview — the employer pays, never the person being interviewed. They keep their full transcript and sealed profile regardless of outcome, and they control who sees it.
• Human-in-the-loop. The AI surfaces signals and structures evidence. People decide. Every score is reviewed by a human before it reaches a client.
• Evidence over vibes. Every recommendation ships with a receipt. Scores without transcript evidence are not scores — they are opinions.
• Consent and transparency. Candidates are clearly told what is recorded, how it is used, and who can see it before the interview begins. Recording is always consent-led.