Candidates practice on realistic work sessions. You send the verified record instead of a promise.
Fig. 01 — What you send a hiring manager. One link, verifiable.
Upload a list, assign a path, set the assessment.
Five-minute daily challenges keep candidates coming back. Comparisons stay anonymous.
Verified, revocable, and it travels with the candidate.
Six weeks on a path, measured against their own baseline — and against every candidate who did the same sessions, anonymously. Spot a weak skill and assign the exercise that trains it, or send a nudge.
Fig. 02 — Grey is where they started. Scores move only on evidence.
You confirm only the flagged ones — a keyboard-first queue, minutes a day for a 200-candidate pool.
Fig. 03 — Everything else released automatically, on policy.
Scores come from recorded work sessions — what they checked, what they sent, word for word.
Assessments are confirmed by a person before anything is released or shared.
Eight skills, never one "AI score". Consent-gated, revocable, and honest about recency.
Every candidate gets fresh names, numbers, and context — scored on the same fixed rubric. There's nothing to copy from last week's candidate.
A guided walkthrough with sample data — the team view included.
See it live