QuodeIt

Adaface helps companies automate their first-round tech interview with an AI chatbot, Ada. Ada can engage candidates and screen them for the tech skills required for the role. Our customers have seen a ~90% interview turn out rate as opposed to ~50% with coding test solutions. Ada creates a detailed scorecard for every conversation with a section-wise breakdown and a pass/ fail recommendation for every single candidate. Adaface also lets customers create custom assessments based on their ideal developer persona from their 700+ tests.

Clevry is an all-in-one assessment platform for all your recruitment and development purposes. The most flexible and user-friendly platform to scientifically assess soft skills at work. Measure what matters and hire smarter.

Employment Technologies Pre-Employment Assessments. Award-winning, real-life simulations and pre-employment assessments predict top talent and streamline your hiring process. Manage your entire candidate screening process with one easy-to-use platform. Identify candidates with the least likelihood to turnover, reducing significant costs for your company. Assess qualified candidates with Employment Technologies. Highlight only the best candidates to save you time early in the hiring process. Whether you’re a small business or global enterprise, we tailor fit a solution to your specific pre-employment testing and assessment goals. Much like flight simulators for pilots and astronauts, EASy Simulations let candidates test-drive the job and prove they have what it takes to succeed. Buckle up and take your free test drive today.

Thousands of companies use our hiring tests to assess candidates’ job-specific skills and find the perfect skills match. Assess, shortlist, hire. Put candidate screening on autopilot with skills tests. Do away with tedious, manual work to save time and money. And never look back. Spend more time talking to great candidates, not screening CVs. Instantly spot star performers and zip them through your hiring process. Leave nothing to guesswork. Make confident hiring decisions by matching candidates’ competencies to your role requirements. Instead of asking candidates to talk about their past performance, get them to demonstrate their job-specific skills. Narrow down your candidate list to the most qualified A-players. Prevent poor hires. Stack hard and soft skills questions into one test to get a well-calibrated assessment of your candidates. Put candidate screening on autopilot with a passing score, automatically reject low-scoring candidates and focus on top talent only.