--- title: "Assessment Platform for Corporates & HR Teams" description: "Hire, develop, and promote on evidence. AssessAll gives HR teams AI-graded skill assessments, psychometrics, 360-style competency mapping, rosters, programs, and org-wide analytics — pay-as-you-go, with 250 free credits on signup." canonical: https://www.assessall.com/solutions/corporate source: AssessAll --- # Make every people decision an evidence decision. AssessAll for corporates is an end-to-end assessment platform HR teams use to hire, develop, and promote employees based on measured competencies rather than opinions. Import your roster, launch assessment programs, map results to your own competency framework, and watch skill gaps close — all metered on a simple pay-as-you-go credit wallet with 250 free credits when your organisation signs up. ## What goes wrong today - **CV-based hiring misses real ability** — Résumés are self-reported. AssessAll measures what candidates and employees can actually do — cognition, behaviour, applied skills, and leadership. - **L&D spend without measurement** — Training budgets vanish without before/after evidence. Pre/post assessment cycles show exactly which capabilities moved. - **Promotion by gut feel** — Succession and promotion decisions backed by leadership assessment sets and executive diagnostics, not corridor reputation. - **An unproctored internal assessment now measures whoever had the better assistant** — The moment capable AI assistants became universal, every unsupervised written exercise — an internal skills audit, a pre-course baseline, a take-home case — stopped measuring the person. That does not make internal assessment pointless; it makes the distinction between what was observed and what was merely submitted the most important thing on the report. Proctored sittings carry an integrity band computed from published weights and the evidence attached; unproctored ones should be weighted accordingly and labelled as what they are. - **A vendor's fairness dashboard is answering an American question** — Most adverse-impact monitoring on the market, this platform's included, implements the four-fifths rule — 29 CFR 1607.4(D), a United States EEOC Uniform Guidelines convention that flags a group whose selection rate falls below 80% of the highest group's. It is a useful prompt to investigate and it is not a compliance test outside the United States. Section 19 of the Equality Act 2010 states no ratio at all: the questions are particular disadvantage and whether the practice is a proportionate means of achieving a legitimate aim, which are answered with a job analysis, a documented reason for each instrument, a justified cut score and evidence you considered a less discriminatory alternative. A passing ratio is not a defence under a statute that contains no ratio, and the American rule qualifies itself in both directions even at home. - **The bar gets set once and never audited again** — Most organisations choose a cut score in the first month of a programme and never revisit it against who actually performed. That is the single cheapest improvement available and almost nobody makes it: line last year's scores up against who is still delivering, and move the bar where the evidence says — including downwards, if you have been screening out people who would have been fine. ## What AssessAll does - **Roster import & instant provisioning** — Upload an Excel/CSV of your people; accounts, assignments, and notifications happen automatically. - **Assessment programs & cycles** — Launch structured programs — assign assessment sets to cohorts, track completion, and re-run cycles to measure growth. - **Competency mapping** — Map every result to the AssessAll Capability Framework or your own in-house competency model. - **AI proctoring & integrity** — Baseline ID photo, face detection, tab-switch and screen-capture monitoring with High/Medium/Low integrity bands. - **Org analytics & skill heatmaps** — Team-level dashboards show collective strengths, gaps, and who is ready for the next role. - **Branded, personalised reports** — Every participant receives a deeply personalised, AI-written development report — under your programme's identity. - **Explainable scores** — Every candidate report carries a "How this level was decided" block: which responses moved the band, which competency thresholds were crossed, and where the result sat relative to the cut. A score a manager cannot explain to the person it is about is a score that will be quietly ignored. - **A public API, with signed webhooks** — Assessment API v1 provisions a candidate and mints a no-login take link over HTTP, on exactly the same rails as a console launch, so billing, entitlements, reports and credential issuance behave identically. Four webhook events — sitting.started, sitting.scored, credential.issued and agent_sitting.scored — are delivered with an X-AssessAll-Signature HMAC-SHA256 header, and the machine-readable OpenAPI 3.1 description is served at /api/v1/openapi.json. The public reference lives at /developers. - **Surveys and 360° on the same wallet** — Engagement and pulse surveys with AI-clustered comment themes, and 360° feedback cycles that can be linked to a predecessor cycle so a re-measure compares like with like. Same credits, same reports, no separate contract. - **White-label delivery, with the limit stated up front** — Programmes, reports and credentials can carry your identity end to end. The one thing that does not move: a small "Powered by AssessAll.com" remains on issued credentials and their public verification pages. Better you read that here than discover it at launch. ## Use cases - Pre-hire screening for volume and lateral roles - Leadership pipeline and succession assessment - Pre/post measurement around training programmes - Annual capability audits and skill-gap heatmaps - High-potential (HiPo) identification - Promotion and internal-mobility gates --- Source: https://www.assessall.com/solutions/corporate