For Hiring & Staffing
Screen thousands. Shortlist the right ones. Same day.
AssessAll for hiring is a pre-employment assessment platform recruiters use to screen candidates at scale with role-specific assessment sets, AI proctoring, and instant, comparable scores. From BPO voice-and-language screening to graduate campus drives and leadership hires, you pay per candidate assessed — never per seat or per month.
Volume without signal
Thousands of applications, no way to compare them. Standardised assessment sets give every candidate the same fair, measurable bar.
Cheating in remote assessment
AI proctoring with ID baseline, face detection, and screen-monitoring keeps remote screening trustworthy.
Slow shortlists lose candidates
Scores, integrity bands, and ranked shortlists are available the moment a candidate submits.
"Percentile" is the most misread number on any screening report
On an AssessAll hiring drive the percentile is a cohort percentile — the share of scored candidates in that same drive at or below this one, using the standard percent-at-or-below definition. It is not a national norm, an industry norm or a comparison against last year's intake, and it moves as your own pool changes. Saying so plainly matters: a hiring manager who thinks 78th percentile means "better than 78% of Indian graduates" is making a different decision from the one the number supports.
One number from five tests, and nobody asks what each one contributed
A multi-module sitting returns a composite, and on this platform the composite is a weighted average of each module's percentage with the weight defaulting to 1.0 — equal per module, whatever its length. Put a 30-item accuracy module and a 16-item judgement module in the same set at the default and each item in the shorter one moves the composite 1.875 times as far. That is a decision somebody made by not making it. Set the weights, write them down, and publish them to the panel that reads the scores.
A screen nobody audits becomes a superstition with a dashboard
Cut scores are usually chosen in week one and never revisited. Six months in, line every score you collected up against who is still on the floor and move the bar where the evidence says — including down. Re-cutting the bar against real outcomes is the cheapest improvement available to any hiring team, and almost nobody does it.
What you get
Built for hiring & staffing teams
Role-based assessment sets
Combine cognitive, language, behavioural, and domain tests into one sitting matched to the job description.
Hiring drives & campaign links
One shareable link per drive; candidates self-register, take the assessment set, and land ranked in your dashboard.
Voice & language screening
Spoken-English and communication assessments with AI speech scoring — built for BPO and customer-facing roles.
AI proctoring & integrity bands
Every attempt carries a High/Medium/Low integrity rating with the evidence behind it.
Instant comparable scoring
Percentiles, pass thresholds, and competency breakdowns computed the moment a candidate finishes.
Candidate-friendly experience
Mobile-ready, resumable, low-bandwidth-tolerant assessments that don't scare good candidates away.
Adverse-impact monitoring, opt-in and aggregates-only
Where candidates volunteer demographic bands, the platform computes selection rates by group and flags any group whose selection rate falls below four-fifths of the highest group's rate. Groups smaller than five are shown but excluded from flagging, because a rate computed on three people is noise. To be exact about what this is not: it is a monitoring signal for your own review, not an independent bias audit, and it is not a New York City Local Law 144 audit.
Explainable scores on the candidate report
A "How this level was decided" block on each report: which responses moved the band, which thresholds were crossed, and where the result sat relative to the cut — so a rejection you have to justify is one you can actually explain.
Screening over the API
Assessment API v1 provisions a candidate and returns a no-login take link, then pushes signed webhooks — sitting.started, sitting.scored, credential.issued — to your own system as each candidate moves. There is no pre-built ATS connector; there is a documented API with an OpenAPI 3.1 description at /api/v1/openapi.json and a reference at /developers.
Common use cases
- BPO / contact-centre voice and language screening
- Graduate and campus hiring drives
- Banking & financial-services aptitude assessment sets
- Lateral hiring with role-specific skill checks
- Staffing-agency candidate benchmarking
- Walk-in drive assessment on tablets or phones
Pricing for hiring & staffing
Pay per candidate assessed, in either currency: 1 credit is US$0.50 for organisations billed in US dollars and ₹30 for organisations billed in India. A screening assessment set is typically 15–26 credits — US$7.50–13, or ₹450–780 — per candidate, and volume packs (250 / 1,000 / 5,000 credits at US$125 / 465 / 2,175) cut that by up to 13%. No platform fee, no seat licences, no annual minimum, and 250 free credits to pilot a real drive first.
Frequently asked questions
What does candidate screening cost on AssessAll?+
You pay per candidate, not per seat: a typical screening assessment set costs 15–26 credits (₹450–₹780, i.e. US$7.50–13). Credit packs bring the per-candidate cost down by up to 13%, and new organisations get 250 free credits to pilot.
Can AssessAll handle a 5,000-candidate drive?+
Yes. Drives run on shareable campaign links with self-registration, and the platform is built for concurrent volume. Enterprise packs and custom assessment sets support large recurring drives.
How does AssessAll prevent cheating?+
AI proctoring captures an ID baseline photo, monitors face presence and additional faces, blocks screenshots, limits resume attempts, and grades every attempt with an integrity band a recruiter can review.
Can we test spoken English for BPO roles?+
Yes — AssessAll includes AI-scored spoken-English and communication assessment sets used in live BPO hiring programmes, with listening, speaking, and typing components.
What does the percentile on a screening report actually mean?+
It is a cohort percentile: the share of scored candidates in that same drive who scored at or below this candidate, using the standard percent-at-or-below definition. It is computed only once more than one candidate in the drive has been scored, and it moves as more people submit. It is not a national norm, not an industry benchmark, and not comparable across two different drives. AssessAll publishes no norm groups at all — the platform has not yet reached the sample size its own internal evidence gate requires — so any percentile you see on this platform is relative to the pool you assembled.
Does AssessAll run a bias audit for us?+
No. What the platform ships is an opt-in adverse-impact monitor: where candidates volunteer demographic bands, it computes selection rates by group and flags any group whose rate falls below four-fifths of the highest group's, excluding groups smaller than five from flagging and working on aggregates only. That is a monitoring signal to bring to your own advisers. It is not an independent bias audit and it is not a New York City Local Law 144 audit — those require an independent auditor, and no platform can perform its own.
If a candidate sits five tests, how is the single score calculated?+
As a weighted average of each module's percentage, where the weight defaults to 1.0 — so five modules contribute 20% each regardless of how many items they contain. That default is rarely what a hiring team means: an item in a 16-item module moves the composite 1.875 times as far as an item in a 30-item one. Set a weight on each module deliberately before the drive opens. Two more things worth knowing: the composite is averaged over the modules a candidate actually completed, so a partial sitting still returns a number that looks comparable, and the aggregate is computed per set — a two-stage screen gives you two composites, not one.
Can a candidate use an AI assistant to get through the screen?+
Unproctored, yes — that is now true of every written exercise anywhere, and it is the reason take-home screening has stopped being useful. Proctored, the sitting is timed, spoken tasks are scored from the candidate's own recorded voice, and paste attempts, print-screen attempts, tab switches, additional faces and suspiciously fast completion are counted and weighted into a High/Medium/Low integrity band. Those weights are published, nothing auto-rejects anyone, and the evidence is attached to the attempt so a recruiter opens it and decides.
Related reading
Campus & Fresher Hiring — India
Placement-season drives at per-candidate INR pricing: one link or QR per drive, self-registration, and a live ranked shortlist.
How pay-as-you-go assessment pricing works
Credits explained — what a screening set costs per candidate, when metered pricing beats a licence, and what to check on any platform's price page.
Skills assessments vs interviews
Why assess-first funnels beat interview-first ones — and how structured interviews pair with measured screening.
Verifying remote developers hired in Africa
The cross-border engineering screen: what a code test measures, what it cannot, and the five ways to get evidence about a developer compared honestly.
Remote talent verification
Proctored evidence for hires you will never meet — English, role skills and reliability in one sitting, paid per candidate in USD.
Screening applicants at volume
The decision page: how to cut a large pool to an interviewable shortlist without interviewing everyone, in seven steps.
Assessment blueprints
The full written specification of a screen by role and market: every module, its item count, the competencies it carries and the weight it takes in the combined score.
Screen thousands. Shortlist the right ones. Same day.
Watch
Short films on how organisations like yours use AssessAll.
What a CV and an interview cannot tell you, and what does.
For campus programmes and entry-level hiring at any scale.
Different papers, live proctoring, and an integrity rating.