What are you building for?
Ready to send in about ten minutes.
Any role, any context
Describe the hire in plain English and Nod writes the simulation around it, or start from a template covering most functions and seniorities.
See every candidate work
before you meet them.
Nod builds a working simulation of your role and opens it to everyone who applied. You get back what each person did, ranked, with the reasoning attached.
Hire your thousandth employee with the care you took over your first.
Your first hires were chosen by someone who gave them something real to do and stayed in the room while they did it. That kind of attention runs out at about twenty people. Nod carries it to a thousand.
Who are you hiring for?
Work Simulation · Inbox
Inbox
Sent
Drafts
Tasks
Qualify lead
Reply
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All messages
Sarah K.
Prep docs for tomorrow
08:44
Tom Walsh
Re: Introduction
09:31
Re: Introduction
Tom Walsh · tom@acmecorp.com · 09:31
Hi, thanks for reaching out.
Pricing feels steep for where we are. Happy to hear your case if you have something concrete.
Tom
↩ Reply to Tom
4 candidates
Sales Executive
1
SR
Sasha Rowland
942
ML
Marcus Lewis
883
PO
Priya Owen
794
JC
James Chang
71← Back to results
SR
Sasha Rowland
#1 ranked · 94 pts · Completed 09:51
Nod's Assessment
Sasha was the clearest standout in this cohort. She treated the brief as a live deal, researching Tom's company before writing a single word. Her opening message was two sentences, written specifically for his situation. On the call she raised the pricing concern before Tom could, reframed it as ROI in under a minute, then sent a tailored proposal seven minutes after they hung up using his exact language. She never needed to be told what the next move was. That's the instinct you'd be hiring.
✓Research before outreach
✓Pre-empted pricing objection
✓Proposal in 7 minutes
Step 01
Build a simulation in minutes
Describe the hire in plain English. Nod builds the company around it: the brief, the files, the deadline and the colleagues who will push back.
Step 02
Candidates do the actual work
They sit it in their own time, working through a live inbox, reading documents, taking calls and producing real output under a real clock.
Step 03
See exactly how each person thinks
You get a ranked shortlist, and behind every name the full record: each action in order, each decision, the files they produced, and a written case for where they placed.
Every applicant, read properly.
Nod works through the whole pile at once and writes up what each person did with the brief. The ones worth meeting come out on the strength of their work.
Reading
Nod
Nod evidence
AK
Alex K.
Commercial strategy simulation
Environment
Ambiguous client brief
Artifacts
Memo · model · email
What made Alex different
A distinctive way of thinking, visible in the work
Evidence verified
Exceptionally original
Given time and space, Alex was extremely creative in how he handled the client. Rather than forcing the brief into a familiar template, he found a more thoughtful approach that no other candidate used and explained why it better matched the client's real situation.
Found the real trade-off fast
He quickly understood the core tension between short-term growth and long-term trust. He made that trade-off explicit, tested it against the available evidence, and changed his recommendation when the original direction no longer made sense.
Took ownership with the client
Alex then took the initiative to arrange a call with the client. He discussed the problem calmly and clearly, listened carefully when the client pushed back, and guided the conversation toward a practical next step without hiding the remaining uncertainty.
A working day at your company, built in minutes.
Every simulation is specific to the role you are filling and the company they would be joining.
X
Revenue model.xlsx
Excel workbook
PDF
Client brief.pdf
Source document
↗
Client inbox
Reply to the stakeholder
Real files and tools
Spreadsheets that calculate, documents with the answer buried three pages in, an inbox that keeps filling up, and a brief that changes once they have started.
Jordan (CFO)
Can you walk me through the assumptions behind this?
You
Sure, I used Q3 actuals and a 12% growth rate for...
Jordan (CFO)
Interesting. What happens if growth comes in at 8%?
Colleagues who push back
The stakeholders hold their own positions. They question the numbers, ask for the thing they actually wanted, and react to whatever the candidate decides.
The same job, for everybody who applied.
How somebody handles a moving target, or what they do when the brief turns out to be wrong, only shows up while they are working. So that is the hour Nod puts every candidate through.
One brief
One set of files
One inbox
One deadline
Identical conditions
The same brief, the same files, the same colleagues pushing back at the same moments. Everyone is judged on the same hour of work, however they got into your pipeline.
How they approached the brief
Evidence, in depth
Every action in the order it happened, the files they produced, the calls they took, and a written case for where each person placed. The ranking arrives with its reasoning attached.
Nod does
Builds the environment. Records the work. Writes the case.
You do
Decide who you want to meet.
Your call, better informed
Nod hands you the record and the shortlist it would pick. Who belongs on your team is a judgment about your team, and it stays where it should.
Put the work first.
Build your shortlist from work you have already seen, and spend the interview on the thing interviews are genuinely good at: working out whether you want to do this together.