Capture how this candidate makes decisions.
Build a living model of how they weigh risk, pressure, evidence, people, and tradeoffs.
Recruiting
See how they will work.Before you hire.
Build an accurate model of the candidate. Put it through the decisions, pressure, and tradeoffs the role will demand. Their Mind Twin predicts how they will think, feel, say, and act, so you know exactly what the interview must prove.
AlexProduct lead candidate
A launch dependency fails 48 hours before release.
Predicted first moveProtect the customer promise. Set a decision within the hour.
Your interview now has a target.
From interview performance to job evidence
Turn uncertaintyinto something you can test.
A resume tells you what happened. An interview tells you how well someone can explain it. MindTwins gives you a person-specific forecast of what they are likely to do next.
Put that model inside the moments the role repeats.
Simulate the launch, disagreement, customer call, or ambiguous decision before asking about it.
Ask the question that can prove it wrong.
The candidate confirms, challenges, or disproves the forecast in a fair, structured interview.
You enter the debrief knowing what you saw and why it matters.
Candidate decision lab
Run one person through the job.See what the interview should test.
The target person stays the same. Change the situation and see how Alex is likely to think, feel, say, and act across the work that decides success.
Modeled candidateAlexProduct lead candidate
Job moment
A launch-critical dependency fails 48 hours before release. What happens next?
Protect the customer outcome, not the original plan.
Pressure first, then focus once ownership is clear.
What failed, who owns it, and what can we still reverse?
Narrows the options, pulls in the right people, and commits.
Interview question
Put the prediction in front of the person.
Evidence to listen for
Listen for sequence, ownership, and whether Alex makes the tradeoff visible before committing.
The model makes the prediction. The real interview verifies or disproves it.
Experienced firsthand
They saw the person.Not a score.
Leaders saw MindTwins surface how someone communicates, what may be missed, and how to prepare a better human conversation without handing the decision to a machine.
Individually backed byPeople who know category-defining companies.
Steve AndersonFounder, Baseline Ventures
Ali RowghaniManaging Director, Y Combinator
Naval RavikantCo-founder, AngelList
Scott BelskyChief Product Officer, Adobe
Eric PaleyPartner, Founder Collective
Firsthand MindTwins experience
“It’s very useful. For someone managing people and someone who wants to improve their own communications, this is absolutely fantastic.”
Nicole StataGeneral Partner · Boston Seed Capital
Firsthand reactions and individual backing. Company names identify experience; no institutional endorsement is implied.
Same role. Same pressure.
Compare the work.Not the polish.
Put every candidate inside the same consequential moment. Different minds leave different evidence, so your debrief stops being a debate about chemistry.
Alex
Product lead candidate
Likely first move
Protect the customer promise and set a decision point within the hour.
Verify in the interview
Can Alex surface the tradeoff before the team loses time?
Jordan
Product lead candidate
Likely first move
Confirm the failure mode, then align every owner around one recovery plan.
Verify in the interview
Can Jordan move before every unknown is resolved?
Riley
Product lead candidate
Likely first move
Shrink the release to the safest reversible path and protect learning.
Verify in the interview
Can Riley keep the customer impact visible while reducing scope?
One role. One evidence standard. A decision you can explain.
90%
Predictive correctness about the modeled person.
Certainty you can inspect
Know what to test.Know why it matters.
In internal human cross-checks, Mind Twin predictions matched what the modeled person reported they would think, feel, say, or do. Because the model gets the person right, you can walk into the interview clear about the moment, the question, and the evidence that should change the call.
Predictive correctness about the person. Not job-performance accuracy. Not a hiring score.
A prediction is a question, never a verdict.
Keep every simulation job-relevant. Use the same evidence standard for every candidate. Let the candidate’s answer and accountable human judgment decide what comes next.
Recruiting
Make the hireyou can explain.
Bring one open role and the moments that decide success. See what a private recruiting pilot can make clear before the next interview.
Request a recruiting pilot