Astraflow cut its VP-of-Engineering search from nine weeks to three.
A Series C SaaS company replaced ad-hoc executive panels with a structured leadership assessment — and hired faster without lowering its bar.
The challenge
Astraflow's leadership panels varied wildly by interviewer, and two strong finalists were rejected by one panelist's gut call each — with no shared record of why.
The VP-of-Engineering search had been open for six weeks with no finalist, and the board was pressing for a hire before the next funding milestone.
Prelim's approach
Prelim ran a 360°-input and situational-judgment battery mapped to Astraflow's own leadership competency model, so every panelist scored candidates against the same rubric.
Executive psychometrics were combined with a live scenario — leading a team through a mid-sprint scope cut — to surface real decision-making under pressure.
“We stopped arguing about gut calls. Prelim gives every panel the same scorecard — our shortlists got sharper and faster in one quarter.”
See what Prelim could do for you.
Bring three real openings and we'll build the assessments live.