Hire for the work itself
Work samples and structured interviews built for your roles, not a library.
Sackett, Zhang, Berry and Lievens (Journal of Applied Psychology, 2022) ranked structured interviews (r = .42), job knowledge tests (.40) and work sample tests (.33) above cognitive ability (.31) for predicting job performance. We build those measures for your roles.
Where hiring tests miss the job
Generic test libraries
Off-the-shelf aptitude tests measure something, but not necessarily what your role requires.
Unstructured interviews
Each manager asks different questions and scores on instinct, so candidates cannot be compared.
Guessed staff skills
Current skills are inferred from job titles until a project shows what is missing.
Decisions without records
When a candidate asks why, nobody can show what was scored or by whom.
Where HR teams start
Skill evaluation systems
Job-specific work samples, simulations and structured interview kits, each scored against a rubric.
Role Readiness Assessment
One role analyzed, then a hiring assessment built and piloted with your current staff.
Workforce Skills Audit
Your current team measured by role, so training money goes where the gaps are.
Your first 90 days
- Days 1 to 30
Analyze one role
We interview strong performers and their managers, list critical tasks and agree what to measure.
- Days 31 to 60
Build and pilot
A work sample and a structured interview kit, tried with current staff before any candidate sees them.
- Days 61 to 90
Hire with records
Candidates take the assessment, and every rating is stored with its rubric, rater and date.
Questions HR teams ask us
Will these assessments keep us legally safe in hiring?
We cannot tell you that; your employment counsel can. What we provide is the evidence counsel usually asks for: the job analysis behind each assessment, the rubric, pilot results and pass rates by group where you collect that data, all kept with the exact version each candidate took.
How is this different from a ready-made test library?
A library test is built for thousands of employers, so whether it fits your role is left to you. We start from your job: the tasks a new hire performs in month one, written into a work sample and interview kit. The items and results belong to you, not to a shared catalog.
Does AI score our candidates?
Only as a first pass on written responses, and a trained rater from your team decides every score. Structured interviews are scored by your interviewers against anchored rating scales. Each rating, change and reviewer is logged, so a hiring decision can be traced to what the candidate actually did.
Can candidates ask for accommodations?
Yes. Extra time, breaks, screen reader mode, larger text and alternate formats are set per candidate before the session, and the candidate interface is built to WCAG 2.1 AA. Each accommodation is logged with who approved it. Candidates are applicants doing their best, and the process treats them that way.
Worth reading first
Tell us where your team is
A 30-minute call, a few honest questions, and a plain recommendation for your first 90 days.