You decide which projects run supervised. Pricing is per assessment rather than per candidate, so a candidate sitting three aptitude tests counts as three. Supervised projects are set up directly in the platform, not triggered through your ATS integration.
The session is recorded through webcam and screen capture. Candidates need a computer with a webcam and microphone, a stable connection, a quiet room, and they give permission to record.
The provider reviews the session, or flags it automatically, and any integrity concerns come back alongside the candidate’s score. What it reports is behavior worth reviewing: repeated looking away, a second voice, more than one face on screen. It is not a verdict.
Early-stage sifting
Thousands of completions, low individual stakes, and candidate drop-off matters more than absolute certainty. The built-in check runs anyway and adds no friction: no camera, no recording, nothing extra for the candidate to do.
High-stakes hiring
One appointment, a long shortlist behind it, and a wrong call you live with for a year. Supervision earns its setup here, and the session review sits in the file alongside the rest of the evidence for the decision.
Regulated hiring
Finance, legal, defense and engineering, where someone may later ask how you knew the person assessed was the person hired. Supervision gives you a recorded answer to that question rather than an assurance.
Behavioral assessment
Behavioral assessment is not covered by the aptitude check and does not need to be. Its rate and rank format is harder to game than a rating scale, with response-pattern controls built into the scoring itself.
