AI Assessment as a Service
Already have a pipeline? Send us your candidates and we will run them through our AI assessment and culture fit process, then return a scored report on each.
What this covers
Some companies do not need sourcing. They have applicants, an internal recruiter, and a referral network that works. What they do not have is a consistent way to compare thirty candidates without panel fatigue and first impression bias deciding it.
This is that, unbundled. You send the pipeline, we run role specific skill assessments and a structured culture fit interview, scored on the same rubric for every candidate, and return a written report per person. No difference between the candidate interviewed on Monday and the one on Friday.
When companies come to us for this
You have applicants but no bandwidth
The pipeline is full and nobody has the hours to assess it properly.
Panel decisions keep splitting
Different interviewers reach different conclusions and there is no shared standard to resolve it.
You need to defend the decision
Comparable scores across the pool, documented, for internal review or for a regulated process.
What you get
Skill assessment
- Role specific, not generic
- Technical and functional
- Same rubric across the pool
- Scored and comparable
Culture fit
- Structured interview
- Interviewed against your actual norms
- Behavioural history, not hypotheticals
- Reservations documented
Report
- Written report per candidate
- Score with reasoning
- Flagged gaps and risks
- Recommended interview questions
Turnaround
- Typically 3 to 5 working days
- Scales to large pipelines
- No sourcing engagement required
- Priced per candidate
How we actually run it
The problem this solves is rarely a shortage of candidates. It is twelve plausible people, four interviewers with different opinions, no consistent basis for comparison, and a decision that ends up going to whoever interviewed most confidently on the day.
So we apply the same evaluation to all of them. Every profile is parsed against criteria we agree with you at the start rather than a generic template, scored, ranked, with the reasoning written out and the gaps and inconsistencies flagged explicitly. Then a role specific assessment, scored on an identical rubric for every candidate. That consistency is the entire point: no panel fatigue, and no difference between the person assessed on Monday and the one assessed on Friday.
Then a recruiter runs a structured culture fit interview against how your team actually operates, not the values on the wall. How someone handles disagreement, how much structure they need, what is genuinely motivating the move. That part is not automated and will not be.
Where our AI and our recruiter disagree about someone, we say so and explain both positions. In our experience that disagreement is the most useful signal in the whole process, and burying it to look decisive helps nobody. Reports are written to survive a hiring meeting: if someone asks why candidate three ranked above candidate five, the answer is in the document rather than in somebody's memory of an interview three weeks ago.
Questions we get asked
Do you need to take over our hiring process?
No. This runs standalone. You keep your pipeline, your interviewers and your decision. We supply the assessment layer.
How quickly do reports come back?
The screening layer is fast because it is not gated on human reading time. The interview and assessment depend on candidate availability. We agree a turnaround at the start.
Can you assess candidates we are about to reject?
Yes, and it is often worth doing. A consistent rubric applied to the whole pool regularly surfaces someone a keyword based first pass had already screened out.
What is actually in the report?
A score on each agreed criterion with the reasoning behind it, the skills assessment result, a view on culture fit with reservations stated plainly, and a recommendation. Including, where relevant, that we are not confident.
Let's talk about the role
Tell us what you are hiring for and we will come back within one working day with a view on the market, a realistic timeline, and whether we are the right firm for it.