Custom assessments that demonstrably predict

We develop cognitive ability tests, situational judgment tests and personality and integrity measures for your roles. Validated on your own data, fair to candidates and fully yours.

Why off-the-shelf tests often fall short

• Generic norm group: Candidates are compared with a broad population, not with the people who succeed at your company.
• Doesn't measure what your role requires: Standard components rarely match the situations and behavior that make the difference in your organization.
• Per-candidate fees, data with the vendor: You pay for every administration and the results stay in someone else's system, so you cannot learn from them.

What we develop for you

• Cognitive ability test: Verbal, numerical and abstract reasoning, with item banks you manage yourself.
• Situational judgment test: Realistic situations from your daily work, scored with a model we build together with your experts.
• Personality and work style: Questionnaires based on the Big Five, focused on the traits that demonstrably matter for the role.
• Integrity and dependability: For roles responsible for money, goods or safety.
• Work samples and job knowledge tests: Tasks that show what someone can really do, from a numerical case to a customer conversation.
• Structured interview and AI pre-interview: Fixed questions with scoring rubrics, optionally administered and summarized with AI. A human decides.

How we work

• Job analysis: With your experts and top performers we define which tasks, situations and behaviors drive success, and how we will measure that later.
• Design and development: We write items and scenarios, choose the right measurement format and build the assessment in your brand style.
• Pilot and norming: We test with current employees and candidates, check reliability and group differences and set norms.
• Integration into your process: The assessment runs in your candidate flow, connected to your job pages and ATS where possible, with reports for recruiters.
• Validation and calibration: We link scores to performance and turnover and refine the weighting as data comes in.

Frequently asked questions

How long does it take to develop a custom assessment?

That depends on the number of roles and components. After the intake you receive a proposal with a concrete timeline. Validation on your own data continues afterwards: every hiring round makes the assessment sharper.

How much does a custom assessment cost?

You pay a fixed investment for development and integration instead of a fee per candidate. At high volumes that quickly pays off. After the intake you receive a transparent proposal.

How much data is needed for validation?

For stable conclusions about predictive value, plan for 100 to 150 hires per job family. Until then we ground the assessment in a thorough job analysis, a pilot and existing research.

Can you use our existing tests?

Yes. We can include, digitize or combine existing instruments with new components, as long as you hold the rights or the vendor allows it.

Is it privacy-compliant and fair to candidates?

We collect only what is needed, inform candidates in advance, monitor outcomes per group and always leave the decision with a human. Where needed we support the DPIA.

Who owns the assessments and the data?

You do. Items, scoring models, data and code are your property, even if we stop working together later.

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