Measure the work, not the résumé
Role kits built from your job and scored alike for everyone.
Where generic tests miss
An off-the-shelf aptitude test says little about whether a dispatcher can triage six loads at once. Interviews drift when each manager asks their own questions. A role kit gives every candidate the same job tasks and one scale.
What a role kit gives you
Tasks from the job
Every exercise traces to a task your experts named, with the link kept on file.
Raters scoring alike
Anchored rating scales and rater training, so two interviewers reach the same score.
Group results watched
Selection rates by group after each hiring cycle, with gaps flagged for your counsel.
Decisions on record
Scores, rater notes and the version of each exercise kept for every candidate.
Methods inside a role kit
Work sample test
A real task from the job, done on your equipment and scored by two trained raters.
Simulation
A screen-based slice of the job: an inbox, a dispatch board, a ticket queue or a parts order.
Structured interview kit
Six to eight job-based questions asked in order, rated on anchored scales during the interview.
Job knowledge test
Items written with your experts from the role’s tasks and delivered on the testing platform.
What every role kit includes
Task analysis
Interviews and a short survey of people in the role to rank the tasks that matter most.
Exercises and items
Work samples, simulations, interview questions and knowledge items written with your experts.
Anchored scoring rubrics
Rating scales with a described example of the work at each level.
Rater training
A 90-minute session for interviewers and raters, with practice scoring and an agreement check.
Adverse impact monitoring
Selection rates compared by group each cycle, so a gap is seen early and reviewed with counsel.
HRIS and ATS export
Scores sent to your applicant tracking or HR system by file export, webhook or REST API.
Example: a freight company’s dispatcher hiring
A Phoenix freight company hires about 120 dispatchers a year across three terminals and screens them by phone. One role kit replaces the screen: a 40-minute dispatch board simulation online, a 30-item job knowledge test and a 45-minute structured interview with two trained raters. Selection rates by group go to HR and counsel every quarter.
Indicative price
Indicative, from$4,500
Per role kit, built for one job with your experts. Every proposal is fixed-fee and itemized.
Questions about skill evaluation
How is a role kit different from a test library?
A role kit is built for one job at your organization, not picked from a catalog. Your experts name the tasks, we write the exercises with them, and every item traces back to a task. You own the content, so it changes when the job does, and no other employer’s candidates have seen it.
Will a role kit make our hiring legally compliant?
No software can promise that, and we don’t give legal advice. Questions about employment law belong with your employment counsel. What we provide is the evidence counsel will ask for: the task analysis, how each exercise links to the job, rater training records and selection rates by group for every hiring cycle.
How do you monitor adverse impact?
After each hiring cycle we report the selection rate for every group your HR system records, side by side. Adverse impact means one group passing at a markedly lower rate than another. A flagged gap is a prompt to review that exercise with your counsel, not a finding, and the report holds the numbers they need.
How long does a role kit take to build?
Most role kits take four to six weeks. The first goes to task interviews and the survey, two to writing and expert review, and the rest to a pilot with current staff and rater training. Programs start within three weeks of signing, and a second role at the same company often reuses parts of the first.
Do candidates need to come on site?
Only for work samples that need real equipment. Simulations and job knowledge tests run online, and structured interviews run over video with ratings entered on the platform during the call. Hands-on work samples run at your site, and raters score them on a tablet against the same rubric.
Can current employees take the same assessments?
Yes, through a Workforce Skills Audit, which reports skill levels by team rather than ranking people for hire. Audit results are kept apart from hiring records. Staff are told before they start what the audit measures, who will see individual scores and how the results will be used.
Scope your first role kit
Tell us about your teams and we will say plainly whether skill evaluation systems is the right place to start.