The sample candidate report your hiring manager opens when you share a candidate.

Everything a candidate produced sits on a single page: their recorded video answers, the tests they took, their resume score, and the transcript behind each one. There is no folder of video files, no spreadsheet of scores kept alongside, and no reconciling one against the other. When a hiring manager asks about a name on the shortlist, the answer is a link rather than an afternoon of assembly.

Video answers are transcribed, then scored on whether they answer the question, whether they contain specifics rather than generalities, how clearly they are communicated, and how well they fit the role. Skills tests are scored against a fixed answer key: 239 of the 266 tests in the library are multiple choice, 20 are situational judgement tests where options are weighted by how effective the response is, and 7 are personality inventories that produce a profile and never a pass mark. Resume scores measure the CV against the requirements you set for the job. Each part keeps its own score; nothing is averaged into a single number that hides which half was weak.

This is the part that matters when someone disagrees with you. Open any score and the evidence is underneath it: the transcript of what the candidate actually said, the answers they picked on a test, the parts of the resume that matched. A shortlist you can defend line by line survives the meeting where a hiring manager prefers the candidate who interviews well in person. A number with nothing behind it does not.

It does not reject anyone. No score, however low, removes a candidate from your list automatically, only the knock-out questions you write yourself do that, and only for things a candidate either can or cannot do, like visa status or notice period. Personality inventories never carry a pass mark and are there to inform the conversation, not to filter it. The report ranks and explains; the decision stays with you.

Send the report on a link with an expiry you choose: twenty-four hours, seven days, thirty days, or never. The shared version deliberately shows less than yours, your private notes, your rating, the proctoring events, the device and IP details, and the candidate's email and phone number are all stripped out. Your hiring manager sees the answers and the scores, which is what a decision needs, and nothing that should have stayed internal.

A silent or near-silent answer is detected rather than scored as a bad one. The report says no audio was captured and offers a retake instead of showing a low mark the candidate did not earn, and that retake costs you nothing. Candidates are also prevented from recording until their microphone is actually working, so this is rarer than it used to be.

One credit, spent only when a candidate completes an assessment. Invitations nobody opens are free, candidates removed by your knock-out questions are free, and someone who starts and abandons is free. The free plan includes ten credits a month with no card, which is enough to run a real opening and read real reports before deciding whether this is for you. Paid plans start at thirty-nine dollars a month for fifty credits.