Thousands of applicants, no track record between them

How they work and how quickly they learn. Behavior and reasoning both predict performance without needing a track record, and both are measured against what good looks like in your specific role rather than against a generic graduate profile. That is why assessment is the fair option at this level rather than an extra hurdle. 

Fairness is designed in rather than checked afterwards. Items are built to reduce age, gender and ethnicity differences, we monitor for adverse impact, and we will share the fairness evidence for whatever you are using and review your own intake data with you. Measuring behavior and reasoning directly also removes the parts of a resume that track background rather than ability.  

Assessment is triggered from your ATS as people apply, so results come back against every applicant rather than being a task someone works through afterwards. For the largest intakes a short screening stage ranks everyone first, and the fuller assessment runs on the group that survives it. 

The platform detects abnormally strong or unusual response patterns and flags any candidate who should be re-tested. Candidates are not asked to do anything extra, and where a flag fires the first step is a re-test rather than a rejection.  

Yes. Remote supervision is delivered through our partner network as a paid upgrade, and it is the right call for regulated intakes or where a place carries a sponsorship or a qualification. Most early careers programs run unsupervised with response pattern checks in place. 

A strengths report they can use, whether or not they get the job, in a portal that carries your brand rather than ours. It runs on any device with nothing to book and nowhere to travel, and it is independently reviewed for accessibility, with screen reader support and adjustable display. At this level most applicants will be turned down, and an intake that sends thousands of people away with nothing is an employer brand problem as much as a hiring one.