Series 1 · In production
Buyer concerns: “Is this for us?”
For a buyer who is already looking at HireBest. Each film takes one worry that stops a decision and answers it with the real product. 60 to 90 seconds. It does not teach the method.
Production plan · October 2026 · not for search
The HireBest film programme
Two film series, each with one job. The first answers the worries that stop a buyer. The second shows a buyer with high intent what the product actually does, through the HireBest method. This page shows every film in each series. Dark boxes are placeholders until each film is finished.
Two series, two jobs
We keep the two jobs apart. A film that tries to reassure a buyer and teach the method at the same time does neither well.
Series 2 · Planned next
The product, explained through the method
For a buyer with high intent who wants to understand what the product actually does. Each film walks through one part of the product, framed by the HireBest method: one narrator names the principle, and the product shows how it puts that principle to work. 90 seconds to 2 minutes, made for the site and LinkedIn.
Series 1 · In production
Buyer concerns: six worries, answered
Each film takes one real worry from a buyer and answers it with the real product in 60 to 90 seconds. One narrator states the worry and answers it. No music. Captions are always on, because most people watch with the sound off. Each film appears on the page that makes the same argument, and on YouTube.
- 1
The worry
The buyer’s own words. 5 to 10 seconds.
- 2
The answer
One unbroken take of the product. 40 to 60 seconds.
- 3
The proof
One product fact the film has just shown.
- 4
Next step
Book a demo.
Film 1 · The panel
Our panel never agrees on who to hire.
Independent ratings, submitted first and revealed together, showing where the panel really disagrees.
Published
Film 2 · The AI
Can I trust what the AI tells me?
Ask Henry answers from the candidate’s own interview transcripts, cites them, and says when it does not know.
Published
Film 3 · Your ATS
We already have an applicant tracking system.
HireBest works beside your ATS and does a different job: define the role, run the interviews, record the decision with its evidence.
Published
Film 4 · Your data
Our candidate data cannot go to a public AI.
Private AI inside our own cloud account, no training on your data, and a dedicated or on-premise option.
Published
Film 5 · Your managers
My hiring managers will not use another tool.
The interview companion: questions on screen, the transcript arriving live, moments marked in one click.
Published
“We interview in person, often with no signal.”Film in production
Film 6 · In person
We interview in person, often with no signal.
The phone app records the interview with no signal and syncs when the signal returns.
Production order 6
Series 2 · Planned next
The product, explained through the method: twelve films
The audience is a buyer with high intent: they are close to a decision and want to understand what the product actually does. Each film walks through one part of the product, framed by the HireBest method. One narrator names the principle in a sentence, then the product shows that principle at work. 90 seconds to 2 minutes each, the same narrator as series 1, no music. The films follow a hiring loop: define success, fill the pipeline, interview, decide, prove it.
Define success
Film 1
What a Cipher is, and why a job description is not one
The principle: A job description lists duties. It does not say what success looks like.
The product shows: The finished Cipher: Charge, Outcomes, Deliverables, Efforts, and the Cipher PDF.
Sample cut · to be refilmed
Film 2
Build a Cipher in one conversation
The principle: Defining the role properly is the work most teams skip.
The product shows: The Cipher Coach conversation building the structure beside the hiring manager.
Sample cut · to be refilmed
Film 3
Agree it before anyone interviews
The principle: If the panel disagrees about the role, they will disagree about the candidate.
The product shows: Share for Review, independent reviewer answers, and Finalize.
Sample cut · to be refilmed
Fill the pipeline
Film 4
Screen against the Cipher, not the CV
The principle: A CV tells you where somebody has been, not whether they can do this job.
The product shows: Résumés read into the application page and the screener reading each candidate against the Outcomes. No automatic scoring.
Sample cut · to be refilmed
Interview
Film 5
Decide who asks what
The principle: Four interviewers asking the same questions is one interview, repeated four times.
The product shows: Interview templates and chapters split across the panel.
Sample cut · to be refilmed
Film 6
Walk in prepared
The principle: Preparation is the difference between an interview and a chat.
The product shows: The prep briefing: questions to press on and gaps to close.
Sample cut · to be refilmed
Film 7
Run a live interview
The principle: Your job in the room is to listen, not to write.
The product shows: The interview companion with the live transcript.
Sample cut · to be refilmed
Film 8
The phone app, in the room and offline
The principle: Some of the best hiring happens with no wifi and no laptop.
The product shows: The phone app starting an interview in one step, recording and rating with no signal.
Sample cut · to be refilmed
Decide
Film 9
Rate against the Cipher
The principle: Score the evidence, not the impression.
The product shows: The rating wizard, each element scored against what the candidate said.
Sample cut · to be refilmed
Film 10
The debrief
The principle: The loudest voice should not decide the hire.
The product shows: Independent ratings revealed together.
Sample cut · to be refilmed
Film 11
Making the call
The principle: A hire you cannot explain is a hire you cannot repeat.
The product shows: Every interviewer’s evidence in one view, and the decision recorded.
Sample cut · to be refilmed
New film
Ask the evidence, not your memory
The principle: A debrief that runs on memory cannot check who said what.
The product shows: Ask Henry answering a question about a candidate from her interviews, naming each interview it quotes, and saying plainly when the record does not hold the answer.
Sample cut · to be refilmed
Prove it
Film 12
Is your hiring getting better?
The principle: You cannot improve a process you do not measure.
The product shows: The Insights views: pipeline health and interviewer consistency.
Sample cut · to be refilmed
Questions about the programme?
This page is a working plan and changes as films are finished. Ask Lindsay or Mike.