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.
What the team was dealing with.
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.
How we solved it.
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.