VibeSea is the AI-fluency platform for the modern workforce — built for every sector, not just engineering. VibePerform lifts your existing team — analysts, operators, designers, engineers, marketers — to top-decile AI fluency. VibeCoach onboards new hires fluently in 90 days. VibeScreen hires people who already wield AI. VibeCheck guards interview integrity in the AI era. One calibrated capability stack across upskilling, onboarding, hiring, and integrity.
The same five-axis AI-fluency rubric — calibrated by your top performers, in your sector — powers all four products. Measure once, deploy everywhere: start with the team you already have, then onboard new hires fluently, then hire the next ones — with VibeCheck guarding interview integrity end-to-end.
Personalized AI-fluency training for your existing team — engineering, ops, marketing, finance, design, research. Top-decile performers in your org become the ground truth. Below-median teammates get a 90-day measurable trajectory.
Structured AI-fluency onboarding for new hires across any function. Calibrated to your tools, your workflows, your conventions. New hires producing real work with AI in week 6, not month 9.
AI-fluency screening for your hiring loop — for any role where AI is now part of the work. We don't catch candidates using ChatGPT; we measure how well they direct it, validate its output, and override it when it's wrong.
Real-time interview integrity in the AI era. Catch deepfakes, hidden AI tools, off-screen assistance. Side Camera + Video Analysis — pick one or run both.
The same calibrated rubric powers Perform, Coach, and Screen — with Check guarding the interview itself. One score is comparable across upskilling, onboarding, and hiring. One integrity layer protects the loop.
See the methodology →AI fluency isn't a developer story — it's a workforce story. The five-axis rubric is sector-agnostic; the calibration is per-vertical. Same instrument, your context.
Cursor, Claude Code, Copilot fluency. Prompt craft, validation, override on your own repos.
Model audit, hallucination detection in research notes, spreadsheet-AI workflows. Override when the LLM gets the math wrong.
Clinical-summary validation, drafting + verifying patient-facing copy, protocol drafting under HIPAA.
Curriculum drafting, rubric calibration, content generation with pedagogical override.
Runbook generation, supplier-spec parsing, incident-response co-pilot with grounded validation.
Brief-to-draft pipelines, brand-voice grounding, fact-check overrides before anything ships externally.
Contract review, clause comparison, citation verification. Knowing when not to trust the model is the job.
Ticket triage, response drafting with policy grounding, escalation override when AI misroutes.
Don't see your sector? The rubric calibration is per-vertical. An EdTech curriculum designer's "validation" looks different from a chip designer's — but the structure of measurement is identical. Pilot in 5 business days, calibrated to your team.
Calibrate to my sector →Every senior engineer on your team is already pair-programming with an LLM. The skills that matter — prompt scaffolding, hallucination detection, context window management, knowing when to override — were nowhere on a resume two years ago and are everywhere on the job today. That single shift cracks open three workforce problems at once.
AI fluency is now the dominant variance in knowledge-work productivity — engineering, finance, marketing, ops, legal, research, support. Across our pilots, top-decile fluency-rated team members produce 2.6× more verified output per week than median, on identical roles. The delta isn't IQ. It isn't seniority. It's directing the model.
Your existing LMS doesn't measure it. Self-reported "I use Cursor" doesn't measure it. The fumbling is invisible until you instrument it — bad prompts, six-tab tool-thrash, hallucinated APIs taken as truth. VibePerform makes it legible, then closes it.
Pre-AI ramp had a script — engineering reads the codebase, finance reads the model files, designers read the system, ops reads the runbooks, ask a senior, copy patterns, ship something small in week 8, ramp by month 9. None of that scales now. A new hire is learning your context and learning how to direct a model against it — simultaneously, with no scaffolding.
Industry baseline is still 9 months to a meaningful PR. VibeCoach gets there in 90 days by teaching both at once, on your actual repos, with weekly recalibration on the same five-axis rubric VibePerform uses. Same rubric, earlier intervention.
Every senior person on your team — engineer, analyst, marketer, designer, recruiter — is already working with an LLM. The skills that matter — prompt scaffolding, hallucination detection, context-window management, knowing when to override — were nowhere on a resume two years ago and are everywhere on the job today.
Whiteboard interviews measure 2018 skills. Take-homes were obliterated by ChatGPT in 2023. Behavioral STAR scripts measure rehearsal. VibeScreen measures the only knowledge-work skill that's still scaling exponentially in cost-to-the-business: AI fluency — rewarded on the way in, calibrated by the same rubric your team uses every day.
Three different shifts. One missing instrument. Until VibeSea, no one was measuring AI fluency on a single calibrated rubric across upskilling, onboarding, and hiring — or guarding the integrity of those measurements with VibeCheck.
See the rubric →Hiring is loud. Upskilling is leverage. ~90% of the workforce you'll have in 12 months already works for you — making your existing team fluent is the largest, fastest, lowest-friction return on AI investment available to any company. That's why VibePerform comes first in our suite.
Upskilling doesn't wait for a hiring round, a budget cycle, or a new req. VibePerform pilots run on existing teams in 30 days — measurable lift before your next planning sprint.
Hiring AI-native juniors over your tenured staff is a culture failure. Upskilling gives your domain experts the AI fluency to compound their existing context — the highest-leverage combination on your roster.
Top performers leave companies that don't invest in them. A 90-day capability trajectory is a retention instrument — your top-quartile team members feel the lift before competitors recruit them.
VibePerform measures every team member on the five-axis capability stack — engineers, analysts, marketers, designers, ops, recruiters — identifies the gap blocking each person's velocity, and assigns personalized 90-day training calibrated against your own top performers. Not a generic LMS curriculum.
Your top-decile engineers become the ground truth. Curriculum is generated against your own codebase, your tech stack, your AI tools.
Day-0 baseline → quarterly recalibration on the same rubric. Lift is evidence-grounded, not self-reported.
Team-level heatmaps. Individual trajectories. The capability that's gating velocity, surfaced.
Modules unlock when prior modules are recalibrated. No buying unfinished training plans.
A 90-day cycle, anchored to your top performers, measured on the same rubric across hire-to-retire. The output is a number you can put in a board deck.
Every engineer takes the same 60-minute calibrated assessment. Top-decile performers become the curriculum reference. We map your stack: Python/Go/Rust, Cursor/Claude/Copilot, your CI, your style guide.
Each engineer gets a personalized module sequence. Modules are 30–90 minutes. Drills use your actual codebase patterns. Manager sees who's stalled, who's accelerating.
Same rubric, same evidence standard. Movement on the five axes is the report. Promote, hire-against, or re-route based on what the data shows.
VibeCoach is structured AI-fluency onboarding calibrated to your stack, your tools, your conventions — whether your new hire is an engineer, analyst, designer, or operator. Day-1 baseline. 12-week curriculum tied to your actual work. Day-90 graduation review with evidence-backed go/no-go. Same five-axis rubric as VibePerform and VibeScreen.
Every new hire takes the same calibrated assessment on Day 1, against your repos, your tools, your patterns. Surfaces the specific gaps before they become a 6-month performance discussion.
Weekly drills built around your actual PRs, your CI, your code review conventions. Pair-programming simulator with your style guide. Not a generic LMS.
Same rubric, same evidence standard. Manager sees capability movement every two weeks — no surprise at the 90-day review.
Cohort view across all new hires. Individual trajectories. Who's ahead, who's stalled, what's blocking. Buddy-pairing recommendations.
Evidence-backed graduation review. Same artifact you'd hand to a hiring committee — ground-truth performance data, not vibes.
VibeCheck is the integrity layer for the AI-era interview. Detect deepfakes, off-screen AI assistance, hidden coaching, and second monitors — without installing software on candidate machines. Privacy-first. Consent-based. Built to plug into VibeScreen or any video interview workflow.
Pair the candidate's phone as a side camera to catch off-screen AI tools, second monitors, and other people in the room.
Analyse the interview recording for confidence, voice-tells, gesture anomalies, and coaching signatures.
Side-camera proctoring + full video analysis. Most customers pick this for high-stakes interviews.
Smart filters automatically blur sensitive information. Personal items, family photos, and private documents are never stored. GDPR and CCPA compliant by design.
Integrates seamlessly with Zoom, Microsoft Teams, Google Meet, and major ATS platforms. No workflow changes required. Pairs natively with VibeScreen.
All recordings are automatically deleted after 7 days unless flagged for review. You control retention policies. Region-locked storage in US, EU, or India.
AI fluency isn't one skill — it's a stack. Most professionals stop at layer one (writing prompts). The ones worth investing in operate fluently up to layer five: knowing when the AI is wrong and overriding it confidently.
When VibePerform measures your existing team, VibeCoach measures your new hires, and VibeScreen measures your candidates — in any function, in any sector — they're all measured on this one rubric. VibeCheck guards the integrity of every measurement so the score you get is the score the candidate earned.
Recognizes when the model is confidently wrong, hallucinating, or over-fitting to training data — and intervenes with domain expertise. The hardest skill. Distinguishes seniors from staff.
Composes multi-step workflows: chains models, passes outputs, knows which model excels at what (Claude vs GPT vs local). Picks the right tool, not the most powerful one.
Loads the right grounding into the right window: docs, codebase, tests, examples. Prunes noise. Knows when to summarize vs. paste raw. The skill of feeding the model.
Runs the AI output, reads it critically, spots subtle bugs. Doesn't paste-and-pray. Catches hallucinated APIs, off-by-one errors, wrong abstractions before they ship.
Writes specific, scoped, testable prompts. Includes constraints, examples, and edge cases. The foundation skill — table stakes for working in 2026.
Pick the products that fit your problem — bundle Perform + Coach + Screen + Check on one contract for a unified org dashboard. Annual contracts. Quarterly billing available on Enterprise.
25 VibePerform seats for 30 days · OR 5 VibeCoach new-hire seats · OR 1 VibeScreen role · OR 10 VibeCheck sessions. Pick one, free. Calibrated to your sector in 5 business days. Walk away if it doesn’t work — or stay on at locked-in beta pricing for the Q3 2026 cohort.
If procurement, legal, or your skeptical staff engineer is going to ask, the answer is here. If something is missing, write to us — we will publish it next week.
No — that's a common misread. The five-axis stack (prompt craft, validation, context engineering, orchestration, override) is domain-agnostic. We have pilots running in finance, EdTech, healthcare, manufacturing, marketing, legal, customer ops, and semiconductor — alongside engineering.
The rubric calibration is per-vertical: an EdTech curriculum designer's "validation" looks different from a chip designer's, and a finance analyst's "context engineering" looks different from a legal associate's. The structure of measurement is the same. We calibrate to your sector inside 5 business days.
Math. ~90% of the workforce you'll have in 12 months already works for you. Making them fluent with AI is the largest, fastest, and lowest-friction return on AI investment for almost any mid-market or enterprise company.
Hiring still matters — that's why VibeScreen exists — but it's a smaller fraction of your AI-fluency surface area. We sequenced the suite the way the math sequences: upskill the team you have, onboard the new ones fluently, hire the next ones with confidence, guard the integrity of every interview.
Upskilling, onboarding, hiring, and interview integrity are different jobs done by different people on different cadences — but Perform, Coach, and Screen share the same underlying signal: how fluently does this person wield AI?
VibeSea solves the measurement once (the calibrated capability stack) and applies it three ways. VibeCheck sits on top as the integrity layer that protects every measurement — especially Screen — from deepfakes, off-screen tools, and coaching.
Two modes. Side Camera uses the candidate's own phone as a 360° side view via a browser link — no app install. Video Analysis runs entirely on the recording (bot-captured or uploaded) — no candidate-side software at all.
Both modes are consent-first. Candidates opt in before any capture starts. Recordings auto-delete after 7 days unless flagged. Region-locked storage in US, EU, or India.
That's the whole point. We require AI use on every assessment. We're not testing whether they can solve a problem alone; we're testing how well they direct, validate, and override an AI co-pilot.
Cheating in the old sense is impossible because the work session is observed, paste events are logged, and the rubric explicitly rewards override moments where the model was wrong. VibeCheck adds a second layer for high-stakes interviews — catching deepfakes, off-screen coaching, and identity fraud.
Calibrated rubric anchored to 8,200 reference prompts. Inter-rater agreement Krippendorff's α = 0.81 across 14 calibrating engineer-raters. Predictive validity Pearson r = 0.74 between capability index at hire and 6-month manager-assessed OKR delivery.
The methodology paper covers all of this.
No — it sits next to it. LMS handles compliance training, role-specific course content, certifications. VibePerform handles AI-fluency specifically: measurement, personalized curriculum tied to your codebase, quarterly recalibration.
We export to Workday Learning, Cornerstone, Docebo for record-keeping.
Customer-selected region: us-east-1, eu-west-1, ap-south-1. Per-tenant encryption keys. Candidate / employee dialogues never used for model training.
SOC 2 Type II, HIPAA BAA, GDPR DPA in place.
Karat / HackerRank are designed around the assumption candidates work alone — opposite of our premise — and they're engineering-only. HireVue is video-only, no work output. Mercor / Turing are talent marketplaces. Pluralsight / Maven are course catalogs — no measurement, no recalibration, generic curriculum.
VibeSea is the only product that measures AI fluency on a calibrated rubric and applies the same measurement across upskilling, onboarding, and hiring — in any sector — with VibeCheck guarding the integrity of every interview.
We support 12-week procurement cycles, full vendor security reviews (SIG Lite, CAIQ available on request), MSA negotiations with your legal team, and multi-year contracts with annual price locks. Most enterprise customers close in 6–10 weeks from first call to signed MSA.
We have an executive sponsor program, dedicated CSM, and 99.9% uptime SLA on all enterprise contracts. Email contact@vibesea.com or use the demo form for a tailored conversation.