Convene a panel of recruiters, CFOs, operators, and skeptics to pressure-test every hire — from the role design to the offer letter — before you commit a year of payroll.
The CEO, the Operator, the Empath, and the Skeptic each evaluate the same candidate against the same role from independent angles.
Before you debate candidates, the panel debates the role itself — is the JD honest, is the seniority right, is this a hire or a contractor?
The CFO models loaded cost, ramp time, and the implied revenue this hire has to defend over 18 months.
The Devil's Advocate runs a pre-mortem on the hire — what's the most likely way this person fails in month 6?
Real questions. Multiple expert perspectives. Every time.
“Should I hire this senior engineer for $185k or two mid-level engineers for $95k each?”
“My top candidate has 70% of the skills but is a culture-add. Hire or keep searching?”
“Should I make a hire now or stretch the existing team another quarter?”
“I have two finalists — a domain expert and a faster learner. Which one?”
“How do I sequence my next three hires for the most leverage?”
“Is this a full-time role or should I scope it as a 6-month contract?”
Each expert thinks independently — they won’t just agree with each other.
The CEO
Holds the through-line on company strategy and stakeholder trade-offs.
The CFO
Pressure-tests unit economics, runway, and capital allocation.
The Operator
Turns strategy into the boring, sequenced work that actually ships.
The Empath
Reads the emotional, cultural, and team dynamics behind the decision.
The Skeptic
Questions every premise. Finds blind spots others miss.
A synthesized recommendation from your team of experts — not just opinions, but structured analysis.
Moderate Agreement
Key Recommendations
Synthesized Recommendation
Hire the senior engineer at $185k with a 90-day scorecard tied to one concrete shipped outcome. The cost premium is justified only if you also redesign the role to remove three things the team currently does poorly.
Full analysis continues with detailed reasoning, trade-offs, and next steps...
Watch Out For
Expert Opinions
“A bad senior hire is not a $185k mistake — it's an $185k mistake plus eighteen months of opportunity cost plus the cultural drag of letting them go. Price the decision, not the offer.”
Five specialists with conflicting incentives produce a hiring read no single LLM gives you — because no single LLM disagrees with itself.
The Skeptic and Devil's Advocate are wired to argue the opposite case. Your favored candidate has to earn the consensus.
Every hiring debate is saved with the reasoning intact. When the hire works or fails, you can audit which Synth called it.
No scheduling, no scorecard kabuki — paste the role, the candidate, and the trade-off, get the synthesized read.
The questions people ask before they sign up.
The interesting work is not screening — it's the strategic call after the interviews are done. SynthBoard convenes a panel that debates whether the role is right, whether the candidate is right for that role, and whether this is the right quarter to hire at all. That's the part founders get wrong, not resume filtering.
ChatGPT gives you one voice trained to agree with you. SynthBoard runs five expert Synths with conflicting mandates — the CFO defends the budget, the Empath defends the team, the Skeptic argues against the hire. You see the disagreement, not just the conclusion.
Paste the role description, what the candidate brings, what concerns you, and the alternative use of that headcount. The panel doesn't need the resume — it needs the trade-off you're actually wrestling with.
No. SynthBoard sits before the offer, not before the interview. Use it when you have your data and you're trying to make the call — especially when the team is split or the trade-off is uncomfortable.
Neither — the Devil's Advocate is wired to argue the opposite of whatever direction the consensus is heading. If four Synths lean "hire," the fifth will pressure-test that. You get the dissent, not the rubber stamp.
New accounts get 250 free credits on signup and 150 every month after, no card required. A full five-Synth hiring debate typically costs 25-40 credits depending on rounds — so you can run a dozen real hiring decisions before you ever pay.
Adjacent decisions, audiences, and methods inside SynthBoard.
Engineering-specific hiring trade-offs and seniority calibration.
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ExploreImagine the hire failed — work backwards to what went wrong.
Explore250 bonus credits at signup. 150 free every month. No card required.