Good engineers build better software. We are building software to hire good engineers.
Good engineers build better software.
We are building software to hire good engineers.
MANIFESTO
MANIFESTO
Why we built Fairground?
We built it because, as engineering leaders, we were tired of apologizing.
We were tired of apologizing to brilliant candidates for our broken, biased interview processes. We were tired of "whiteboard hazing" that measured anxiety instead of aptitude. We were tired of watching smooth talkers sail through behavioral rounds while quiet architects got rejected because they stuttered on a binary tree reversal.
We were tired of apologizing to brilliant candidates for our broken, biased interview processes. We were tired of "whiteboard hazing" that measured anxiety instead of aptitude. We were tired of watching smooth talkers sail through behavioral rounds while quiet architects got rejected because they stuttered on a binary tree reversal.
Also, the game has changed. AI-assisted applications, remote-first candidates, and a generation of engineers who learned to perform interviews rather than demonstrate ability. The old playbooks don't work.
Signal is everything. Every interview should generate data. Every decision should be defensible. Every hire should be predictable—not a gamble.
Our Principles:
→ If you can build it, you should get the job.
→ If you are an interviewer, you should have tools that augment your intuition, not replace it.
→ If you are a leader, you should treat your hiring pipeline like your production environment: observable, consistent, and high-velocity.
We're building Fairground because technical hiring shouldn't require sacrificing either speed or quality. Because your interview process should be as well-designed as your systems. Because good engineers deserve to be evaluated fairly—and good teams deserve to find them.
Team Fairground
Also, the game has changed. AI-assisted applications, remote-first candidates, and a generation of engineers who learned to perform interviews rather than demonstrate ability. The old playbooks don't work.
Signal is everything. Every interview should generate data. Every decision should be defensible. Every hire should be predictable—not a gamble.
Our Principles:
If you can build it, you should get the job.
If you are an interviewer, you should have tools that augment your intuition, not replace it.
If you are a leader, you should treat your hiring pipeline like your production environment: observable, consistent, and high-velocity.
We're building Fairground because technical hiring shouldn't require sacrificing either speed or quality. Because your interview process should be as well-designed as your systems. Because good engineers deserve to be evaluated fairly—and good teams deserve to find them.
Team Fairground
Finding jobs
Collaborate with Leading Companies.
Collaborate with Leading Companies.
Collaborate with Leading Companies.
You don’t need connections to work with top brands—just the right platform.
You don’t need connections to work with top brands—just the right platform.
You don’t need connections to work with top brands—just the right platform.
hiring talent
Select from the Best of The Pool.
Select from the Best of The Pool.
Select from the Best of The Pool.
We know finding the right hire is tough. That’s why we only approve top talent on our platform.
We know finding the right hire is tough. That’s why we only approve top talent on our platform.
We know finding the right hire is tough. That’s why we only approve top talent on our platform.
Your code has version control, CI/CD, automated testing, and observability.
Your hiring pipeline has...
spreadsheets, hidden biases, and vibes.