Oryx is hiring software for companies with 20 to 300 people, built around the part of hiring that actually decides the outcome: the interview.
Here's the problem it solves. You post a role, applications come in, the pipeline looks tidy. Then the interviews happen and everyone improvises. One interviewer asks about strengths and weaknesses, another talks football for 40 minutes, and the debrief comes down to whoever feels most strongly. The ATS did its job. The hiring didn't.
How Oryx works:
Interview guides per role and stage. Define what each interview needs to cover before anyone gets on a call. Generate stage-specific questions in the app, so a screening call, a skills interview, and a final round each have their own plan.
Live scoring during the call. Interviewers score against the guide's criteria while the conversation happens, with the candidate's application one toggle away. No reconstructing impressions from memory two days later.
Structured evaluation. Once everyone has scored, compare results side by side. See exactly where interviewers agree, where they split, and on which criteria. The debrief becomes a look at the evidence instead of a debate.
The rest of the ATS is there too: pipeline, candidate profiles, team collaboration, and a candidate experience that doesn't feel like a portal from 2009. It's just not the headline, because pipeline tracking was never the hard part.
Who it's for:
The first HR hire putting real process in place. The talent lead tired of chasing hiring managers for feedback. The founder still sitting in every final round. If you hire a handful of roles a year and want each one done properly, this was built for you.
It's not for high-volume hourly hiring. Different problem, different tools.
Pricing:
Free tier to start, then a flat $129.-/month. Set up your first structured process in an afternoon. No implementation project, no mandatory sales call.
