Our Hiring Process
We move fast, and strong candidates can progress through stages quickly.
Your recruiter will guide you through any role-specific variations.
🔀 Hiring Process
Ashby is the pipeline source of truth for every candidate. Submitting a candidate is a pre-screening / pipeline step, not a formal interview stage.
Your TA contact owns recruiter screening and candidate communication, unless the role or process explicitly says otherwise. Role-specific pages override this default process where they say so.
Pre-Screening — Submission & CV Review
All candidates must be submitted via Ashby. When adding a candidate, you must @mention your TA contact in the notes and include the following template:
- Location / Timezone
- Visa / Right to Work
- LinkedIn Profile
- Portfolio or GitHub
- Salary Expectations
- Preferred Payment Currency
- Contract Type
- Availability
- Notice Period
- Other Active Processes
- Interview Recording Link
- Notes / Summary
➡️ Once submitted, your TA contact reviews the CV and notes in Ashby before recruiter screening.
1. Recruiter Screen — 30 min
Owner: TA, unless the role or process explicitly says otherwise.
A first conversation to confirm eligibility, motivation, and fit against the role brief and 🚩 Candidate Hard Gates & Red Flags.
If any stage is recorded, always ask for the candidate's consent first.
2. Hiring Manager Interview — 30 min
Owner: HM
The first live interview with the role owner, focused on:
- Relevant experience
- Problem-solving approach
- Ownership and execution ability
- Alignment with the role scope
3. Case Study
Owner: HM or team member (role dependent)
Used to assess real-world working ability, quality of thinking, and how the candidate communicates and structures their work. Format and duration vary by role — see the role brief for specifics.
- Candidate receives an assignment (format depends on the role — e.g. a take-home brief or a live technical exercise)
- HM reviews the submission
- A follow-up debrief may take place
4. Final Interview / Cultural Fit — 30 min
Owner: Leadership (typically CMO or CTO)
A senior-level conversation focused on:
- Alignment with our working style
- Decision-making and ownership mindset
- Communication and collaboration
5. References
Owner: HM or TA
Reference checks are role and process dependent — your TA contact will confirm what's needed for a given role. There is no fixed universal number or required composition.
6. Offer
Owner: TA
Once all stages are complete:
- Compensation and contract terms are finalized internally
- Offer is presented to the candidate
- Contract and onboarding are handled through Deel, by our HR team
Role-specific process deviations (see the relevant role brief) override this default.
✋ Before You Submit Candidates
Before presenting EverAI to a candidate, make sure they understand what the company does. This is not a standard tech company. Candidates who aren't genuinely excited — or who are uncomfortable with the product — will not pass our process.
Please share the Candidate Handbook with every candidate before submission.
🔴 The NSFW Conversation
This must happen before every submission, without exception. Do not submit a candidate who has not been explicitly asked about this.
EverAI's products involve sexually explicit AI content. Candidates will work or be exposed to NSFW material daily / weekly, depending on their role — whether in engineering, marketing, operations, or content roles. This is not incidental; it is central to the product.
We are fully transparent about this from the very beginning of the process. We never hide it, and we are always upfront about it with every candidate.
How to raise it:
"EverAI operates in the adult AI companionship space. This means working with explicit content. Have you thought about what that looks like in practice, and are you fully comfortable with it?"
If a candidate hesitates, it's usually better not to pursue and not to submit. ❌