Turning hiring into innovation

We launched Kerplunk with a tougher mandate: turn the messy, “gut-feel” art of interviewing into clean, model-ready data pipelines that any CFO, CHRO, or ML engineer can trust. Our bet is simple—if you can quantify nuance in real time (voice cadence, reasoning chains, code critiques), you can make hiring fairer, faster, and orders of magnitude smarter.

Kerplunk connects people through the spoken word. We believe video is the richest signal in hiring, and that AI can turn every answer, every pause and every spark of excitement into a map of someone’s potential. If we do our jobs right, recruiters stop drowning in résumés, candidates get heard on their own schedule, and entire organizations level-up their decision-making.

Inside Kerplunk you can zoom into the atoms of an interview—criteria, context, code snippets, culture cues—and surface the moments that truly matter. Trade ideas with peers on what makes a brilliant DevOps engineer tick, or riff on your favorite question for spotting hidden sales talent. We’re building a shared playground for hiring wisdom, one conversation at a time.

Despite the quirky name, Kerplunk isn’t a random word choice. It nods to an old 1960s party game where every removed stick changes the outcome—just like each hiring choice shapes a company’s future. A forgotten IBM researcher reportedly used the game to illustrate early queue-theory models; we ran with that lore and layered modern AI on top.

We learn something new daily: grappling with transformer models in the morning, debating hiring ethics over lunch and redesigning workflow UX before close of play. We’re blending bleeding-edge tech with the dusty traditions of HR, and we’re convinced the collision will rewrite how teams form, grow and flourish in the decades ahead.