For employers
Build your hiring process around evidence
Draft and publish jobs, create private assessments, invite eligible candidates in your workspace and review written interview answers. Check the available workflow before choosing how to assess a role.
Check the available tools and fees for your role before planning.
Names, scores, bands and flags are examples. They do not establish a candidate’s ability or integrity, and do not promise this comparison for every assessment.
On small screens, scroll horizontally to see the whole example.
| Candidate | Overall | Python | SQL | Integrity |
|---|---|---|---|---|
| Amara Okafor | 92 ±4 | 94 | 89 | Clear |
| Jonas Weber | 88 ±5 | 85 | 91 | Clear |
| Leila Hosseini | 86 ±5 | 82 | 88 | 1 flag |
| Lucía Fernández | 83 ±6 | 86 | 79 | Clear |
Illustrative example
9 example results awaiting review, not your live queueIllustrative example
38% of requirements marked pre-verified in this example, not a measured platform rateChoose the steps your role needs
- 1 Draft or publish a job
- 2 Create a private assessment
- 3 Invite visible candidates
- 4 Review recorded answers
- 5 Confirm interview scores
- 6 Make your hiring decision
These are separate manual actions, not an automatic sequence. Invitations require an employer-owned active assessment and a candidate already visible through an authorized application or accepted assessment relationship.
Understand the tools before planning
Build a private draft manually in one module. Author the questions and add an active question before activation.
Read about assessments Written interviewsScheduled standalone interviews use 5 fixed written questions and a recorded rubric. An authorized human reviewer enters every final score; the flow is text-only, without automatic AI scoring.
Read about interviews Talent search informationExplore the talent search preview. Employer workspace access and candidate visibility permissions apply.
Read about talent search Scenario-based assessment conceptsWritten scenarios can be configured in supported assessment paths. Dedicated inbox, spreadsheet and presentation interfaces remain roadmap concepts, not a live simulation engine.
Read about job simulationsOn small screens, scroll horizontally to see the whole example.
Applied 2 days ago
Example assessment in progress
Overall 92
Example offer sent 1 day ago
Review and move applications manually
Authorized employers can view their applications on a board or table and move them between stages. Stage changes are recorded and candidates are notified. The example does not mean every card has verified evidence or a comparison at every stage.
Create an employer accountSet payment responsibility per invitation
An invitation can be employer-funded, candidate-funded or split. Split percentages must total 100%. The actual assessment fee and funding terms belong to the invitation; these cards do not change a setting.
Illustrative payment model · not a live configuration
No shared reference fee is currently published. Neither a total nor split amounts are offered here; the payment examples are not registration offers.
The employer covers the configured assessment fee. This does not make the assessment free to the platform.
The candidate covers the fee or the agreed share. A split has two positive percentages; neither share is an automatic discount.
An available credit in an active Growth plan covers the full fee of an employer-only invitation, not the candidate’s share of a split invitation.
Treat signals as context, not verdicts
Read the assessment’s rules and required prechecks. A logged browser event or example flag needs context; it is not a verdict.
Candidates acknowledge the rules and complete the required prechecks before the timed assessment begins. Monitoring scope depends on the assessment path.
The standard assessment room logs tab switches. Event thresholds can open an administrative case for human review with a recorded decision and justification.
Choose relevant written questions and review evidence in context. A scenario cannot guarantee that work was completed without assistance.
Raw signals and review-case records follow separate access and retention rules. Check the applicable rules for each type of evidence.
Start with a clear role and a realistic workflow
Create an employer account or read the enterprise overview to check tools and availability.