Get interviewed before the interview.
Orbi interviews you out loud, the way the panel will: one question at a time, follow-ups on what you actually said, and a report at the end that tells you what a hiring manager would have heard.
Knowing the answer and saying it well are two different skills
Most people prepare by reading questions and nodding along. Then the real one starts, someone asks a follow-up they did not see coming, and the answer they knew comes out in the wrong order. The only way to get better at that part is to do it out loud, with someone who is actually listening.
It has read your file before the first question
Tell it the company and the role and it does the rest: your projects, your experience and the skills on your profile become what it asks about. The interview is about your work, not a list of questions anyone could have been given.
Follow-ups on what you actually said
Every turn it decides whether to press on your last answer or move on, and it goes after whatever you have not shown yet. Mention a cache and it asks what happens when the cache goes down, the way a real interviewer would.
Choose who sits across the table
A senior engineer, a hiring manager, an HR partner or a bar raiser. Warm, neutral or tough. Follow-ups that stay light or keep pressing until the claim holds or breaks. Pick what you are worried about, not what is comfortable.
You can interrupt it, like a person
Start talking while it is speaking and it stops and lets you go. Go quiet and it gives you time before it offers to repeat the question. Say “repeat that” or “skip” and it does. It is a conversation, not a recording you answer into.
A report that says what the panel would have heard
A verdict in plain words, each competency levelled with the line you said that showed it, and every question taken apart: what you said, what was missing, and what a strong answer sounds like. It also says what you claimed and never backed up.
Hear yourself back
Both sides are recorded, turn by turn, so you can play the one question that went wrong instead of guessing how it sounded. The transcript and the report stay with you, and so does the recording for a month.
Next: the whole loop, not just one round
A real offer is never one conversation. The loop is the part landing next: the rounds the company actually runs, in their order, each one a separate interview you have to clear before the next one opens.
Each round is run as that round
A coding round gets the senior engineer, the bar raiser holds the bar, HR asks about notice period and fit. A role play stays in character as the angry customer, and a case stays one case from start to finish.
Clear it, or the next one stays shut
Every spoken round has a bar, and the bar moves with how selective the company is. Miss a must-have and it is not a pass, however good the rest was. Your first attempt is the one the committee reads.
The panel talks to each other
The next interviewer has read the last one’s notes. They open on what was left unproven, never re-test what was settled, and at the end a committee makes the call on the whole loop.
Before the room, and after it
The live interview is the main event. The rest of it is there so you walk in knowing what is coming.
- How the company interviews
- The rounds they usually run, what each one tests, what candidates were asked and how hard they found it, read from what people who sat the interview reported.
- Coaching on one question
- Ask how to answer something specific, or paste your own draft and get it critiqued, before you have to say it out loud.
- A plan for the days you have
- Tell it when the interview is and it lays out what to work on each day until then, starting with what that round tests most.
- A debrief after the real one
- Log what you were asked and where you froze. It works out what the next round is likely to be and what to fix before it.
- It remembers your last interview
- It does not ask you the same question twice, and it can aim a whole session at the things you struggled with last time.
- As long as you have
- Anywhere from five to twenty-five minutes. Stop early and the minutes you did not use come back.
What it is learning next
Being built now. None of this is in the room yet, and the page will say so until it is.
- Code that actually runs
- A real editor, your code run against hidden tests, and an interviewer who sees the nested loop as you type it and asks about the complexity.
- A whiteboard for system design
- Draw the boxes and arrows; it reads the diagram and asks what happens when the one Redis node you drew goes down.
- Case, guesstimate and SQL rounds
- The arithmetic in a guesstimate checked by code, the assumption behind it questioned, and SQL run against a real dataset in your browser.
- Paste the job description
- Paste any posting and the interview aims at what it asks for, then the report says which requirements you covered and which you did not.
- A panel, not one voice
- Two or three interviewers in the room, each with their own voice and their own angle, handing the questioning between them.
- Your progress across interviews
- How each competency moved from one interview to the next, what you fixed since last time, and what keeps coming back.
What it will not do
It is practice, and it is most useful when you know exactly where it stops.
It will not tell you that you will get the offer. The verdict is a practice verdict, a read on one session, not a prediction.
It will not run your code yet. Today the code pad is text the interviewer reads and asks you about.
It will not judge your face. It listens to what you say and how you say it, and that is all the verdict is built on.
It will not sit in on your real interview. It is for before and after, never during.
It will not pretend to know a company it has no reports on. It runs on the role alone and tells you so.
Walk in having already said it once.
Pick the company and the role, choose who sits across the table, and talk. The report is waiting when you finish.