AI Assessment interviews your candidates and your existing team by voice — against your own competency framework, with the same depth and the same standard every time. You get a scored report showing exactly where each person sits against the level the role requires.
Two managers interview the same two people, ask different questions, and reach opposite conclusions. Which one do you trust?
Most organisations already have a competency framework. It is written down, it was expensive to develop, and it describes exactly what "level 3 consultative selling" should look like. Then the actual interview happens — and whether a person is measured against that framework depends entirely on who happened to interview them, on what day, and how well that manager was trained.
The result is that the framework lives on paper while decisions get made on impressions. You cannot fairly compare two candidates interviewed by different people. You cannot tell a manager why their team member was rated level 2 and not level 3. And when you promote, reject, or restructure, you have opinions and notes rather than evidence you can stand behind.
The same competency framework, the same interview depth, and the same scoring — whether the person is a candidate or a ten-year employee.
Send an invite link. Every applicant sits the same competency interview, is probed to the same depth, and comes back scored against the target level for the role — so the shortlist reflects capability, not who interviewed best on the day.
Run the same assessment across an existing team and you get a real competency baseline: who meets the target level for their role, who exceeds it, and where the organisation is thin — grounded in what people actually said, not in a self-rating survey.
Used together with our Sales Simulation product, this closes the loop: assess to find the gap → train to close it → re-assess to prove it closed.
Set the standard once, then run it as many times as you need.
During onboarding we bring your competency framework into the platform — clusters, competencies, and what each level means. Then we build role profiles that set the target level and weight for each competency. Your HR team owns and edits all of it afterwards.
Pick the role, set the language and duration, and send. They receive an invite link by email — no account to create, nothing to install. It works the same for a job applicant and for an existing employee.
A spoken interview, roughly 30 minutes, with the camera on throughout. The AI works through every competency in the role profile and keeps probing until it has real evidence — it will not accept a vague answer and move on.
Per-competency levels and scores against the target, strengths and development areas, an overall score and summary — with the full transcript and session recording attached. Your evaluators then shortlist, reject, or put on hold.
Four things that separate this from a video interview with an AI bolted on.
Deep probing
Weak interviews accept generalities. This one asks what you personally did, on which specific occasion, and what actually happened as a result — following up two or three times per competency until it has evidence it can score. It also will not stop early: the interview cannot conclude until every competency in the role profile has been properly covered.
Your standard
Every role profile sets a target level per competency, and weights the ones that matter most. The report does not just say "72 out of 100" — it shows the level this person demonstrated against the level the role demands, competency by competency, so a gap is a concrete development conversation rather than a vague score.
Verifiable
The camera stays on for the whole assessment. If it is switched off or drops out, the session pauses and the clock stops until it comes back — nobody progresses off-camera. The full session is recorded, and in the report you can click any line of the transcript to jump to that exact moment in the video, so a reviewer can verify who sat the assessment and hear how an answer was really delivered.
Human decision
The report is an input to a human decision, never an automatic verdict. Your evaluators work through a review queue and record the outcome — shortlisted, on hold, or rejected — with their own notes alongside the AI's scoring. Every decision keeps a named human behind it and a documented reason underneath it.
Every assessment produces the same structured report, ready to bring into a hiring panel or a development conversation.
A 0–100 score with a written summary of how the person performed across the whole interview, plus a recommendation you can take into the panel.
The level demonstrated for each competency on your own scale, with a score, shown next to the target level the role requires.
Where the person is above, at, or below target — the fastest way to see whether a candidate is ready or an employee needs development.
Specific strengths and improvement areas written per competency — the raw material for a development plan.
Everything that was asked and answered, timestamped and linked to the recording, so any score can be traced back to what was actually said.
The video and audio of the session, kept with the report as the record of how the assessment was conducted.
Everyone assessed for the same role faces the same competencies, the same probing depth, and the same scoring rubric — the consistency that makes an interview defensible in the first place.
Strict per-company data isolation, encryption in transit and at rest, and infrastructure hosted in Jakarta. Your competency framework and every assessment stay inside your own tenant.
Already running on the full competency architecture of a global electronics manufacturer — multi-cluster frameworks with five-level scales and separate target profiles for staff, manager, and director roles.
Your own. During onboarding we load your existing competency framework — clusters, competencies, level definitions and behavioural indicators — and build role profiles that set the target level and weight for each competency. Your HR team can then edit all of it themselves. The AI interviews and scores against your definitions, not a generic model.
They receive an invite link by email and click it — no account and nothing to install. It runs in the browser with camera and microphone and takes about 30 minutes by default. If they lose connection, they can return to the same link and continue where they left off.
The camera is required throughout. If it is switched off or fails, the assessment is blocked and the timer freezes until it returns, so nobody can progress off-camera. The whole session is recorded and played back synced to the transcript, so a reviewer can confirm who sat the assessment and see how each answer was given.
No. It produces evidence and a score; your evaluators make the decision and record it with their own notes. We deliberately keep a named human behind every hiring and promotion outcome.
Assessments run in English and Bahasa Indonesia. Your competency framework can be stored in both languages, and you choose the language for each assessment.
AI Assessment measures capability — a structured interview showing where someone sits against your framework. Sales Simulation builds it — repeated practice conversations with an AI buyer, with coaching feedback after every session. Most companies assess first, train, then re-assess to show the improvement.
Bring us one role and its competencies. We will set it up and walk you through a real assessment and the report it produces.