For employers, hubs & training providers in Singapore and Malaysia
Hire on demonstrated skills. Baseline AI readiness. Prove the gain.
Skills-first hiring replaces degree and CV filters with a measured test of what a candidate can actually do — and an AI-readiness baseline applies the same discipline to your existing workforce, measuring how prepared each team is to work with AI tools before you spend on transformation training. AssessAll does both on one pay-per-use platform: role-based hiring screens with aptitude, judgement scenarios, workplace English and AI proctoring return ranked candidates the moment they submit, while TNA Studio composes a bespoke readiness diagnostic for a named cohort and Learning Journeys re-measure the same competencies after training so improvement is a documented delta. Employers and training providers in Singapore and Malaysia pay per assessment in US dollars — no seat licences, no annual contracts — and candidates join from a share link or QR code with no accounts to create.
Skills-first is policy; measurement is the missing piece
Singapore's national agenda and Malaysia's digital-economy push both point employers at skills-based hiring and workforce upskilling. The rhetoric is easy — the hard part is a defensible, comparable measure of skill. A structured screen with scored scenarios and proctoring evidence turns 'skills-first' from a slide into a shortlist.
AI adoption is outrunning capability data
Teams are told to adopt AI tools, but few employers can say which roles are ready, which need training, and which gaps training will not close. An AI-composed readiness diagnostic baselines the cohort before budget is committed — so the transformation plan targets measured gaps, not assumptions.
Shared-services and GCC hubs hire across borders at volume
Regional hubs in Singapore, Kuala Lumpur and Penang screen candidates across ASEAN for finance, operations, customer and technology roles. One share link per drive assesses everyone against the same bar — aptitude, judgement, English — with ranked results and an integrity band per candidate.
Enterprise assessment pricing punishes mid-sized teams
Incumbent platforms sell annual licences and per-seat minimums sized for multinationals. AssessAll is metered: 1 credit = US$0.50, a full hiring screen runs US$8–13 per candidate, and a 250-credit free allowance lets you pilot before paying anything.
What you get
Built for singapore & malaysia workforce assessment
TNA Studio: the AI & digital readiness baseline
Describe the cohort and the capability question — AI composes a bespoke training-needs analysis with diagnostic scenarios, delivers it by share link, and returns individual reports plus a group report separating gaps training will close from gaps it will not.
Learning Journeys with proof of gain
Sequence baseline, during-programme and outcome assessments around your upskilling calendar. The same competencies are re-measured at each stage, and the Impact & ROI report shows per-person and cohort-level movement your sponsor can put in front of a board.
Skills-first hiring screens
Role-matched aptitude modules, situational judgement, typing and written accuracy, and AI-scored spoken English — assembled into per-candidate batteries with ranked results on submit.
Adaptive spoken assessments
A conversation engine runs spoken role-plays where the counterpart answers back — an inbound customer call for service roles, negotiation and discovery scenarios for sales roles — scored on the transcript with the full escalation arc in the report.
Workplace English, written and spoken
A 48-product English catalogue with AI-scored speaking and listening, CEFR-aligned reporting, and a verifiable Skill Passport credential the employee keeps.
AI proctoring with reviewable evidence
Identity-baseline photo, face-presence and additional-face detection, tab-switch and screenshot monitoring, and a High/Medium/Low integrity band on every attempt — evidence retained for review.
Behavioural and leadership measurement
Workstyle and communication-style profiles, DISC Prism with role-specific report lenses, and leadership batteries with AI-written development reports for pipeline and succession decisions.
White-label for training providers
Providers and consultancies in Singapore and Malaysia run measured client programmes under their own branding, with client workspaces and wholesale credit pricing — you own the relationship, the platform does the measurement.
Singapore & Malaysia programmes & screens
Two jobs: make hiring skills-first, and make upskilling measurable.
Bundles are typical configurations you launch from your dashboard and pay for per participant in credits — add or remove components and the cost follows. Programme waves are scoped per cohort.
Readiness & development programmes
For workforce transformation and upskilling cohorts: baseline what the team can do, run the programme, re-measure, and report the gain.
AI & Digital Readiness Baseline
An AI-composed diagnostic that tells you which teams are ready for AI-augmented work — before the training budget is committed.
- Bespoke TNA matched to your roles and tool landscape
- Share-link delivery — no participant accounts
- Individual readiness report per person
- Group report: trainable gaps vs structural gaps
Upskilling Journey with Proof of Gain
Baseline → during-programme → outcome, re-measuring the same competencies each time.
- Assessment waves sequenced around your training calendar
- Per-participant growth tracking
- Impact & ROI report for the programme sponsor
- Works with your trainers or a partner provider
Workplace English Certification
Written and AI-scored spoken English with a verifiable credential the employee keeps.
- Comprehension and written accuracy
- AI-scored speaking and listening
- Skill Passport credential with public verification link
Leadership & Succession Battery
For talent moving into supervisory and management roles across the hub.
- Leadership judgement and behavioural profile
- Cognitive battery
- AI-written development report per participant
Skills-first hiring screens
Per-candidate screening for shared-services, frontline and specialist roles. One share link per drive; ranked results on submit; proctoring evidence attached.
Shared-Services & GCC Screen
Finance, operations, customer and back-office roles for regional hubs.
- Role-matched aptitude modules
- Process and customer-interaction judgement
- Written accuracy and typing
- Proctoring + integrity band
Frontline Hiring Screen
Retail, hospitality and customer-service roles at volume.
- Role-matched aptitude modules
- Customer-interaction judgement (SJT)
- AI proctoring with identity-baseline photo
- Ranked shortlist on submit
Adaptive Mock Call
A spoken role-play where the customer answers back — and hardens if handled badly.
- Live-style inbound call scenario
- Scored on ownership, de-escalation, resolution, clarity
- Full transcript + escalation arc in the report
Singapore & Malaysia price sheet
All prices in USD| Bundle / item | Billed | Price | Includes |
|---|---|---|---|
| Shared-Services & GCC Screen | per candidate | US$13 | Aptitude, judgement, written accuracy, typing, proctoring |
| Frontline Hiring Screen | per candidate | from US$8 | Aptitude, customer SJT, proctoring |
| Adaptive Mock Call | per candidate | US$10 | Spoken role-play with a responsive customer; transcript + escalation arc |
| Workplace English Certification | per participant | US$7.50 | Written + AI-scored spoken English, verifiable credential |
| Leadership & Succession Battery | per participant | US$22.50–25 | Leadership judgement, behavioural profile, cognitive battery, AI report |
| AI & Digital Readiness Baseline (TNA) | per wave | Custom | AI-composed diagnostic, individual + group reports |
| Upskilling Journey + Impact report | per cohort | Custom | Baseline/during/outcome waves, proof-of-gain reporting |
| Pay-as-you-go credits | per credit | US$0.50 | Top up any amount; spend on any assessment |
| Credit packs | 250 / 1,000 / 5,000 | US$125 / 465 / 2,175 | Volume discounts up to 13% |
Organisations in Singapore and Malaysia are quoted and charged in US dollars (1 credit = US$0.50). Bundle prices are typical configurations — the final per-person cost is the sum of the components you include. Programme waves (TNA, journeys) are scoped per cohort.
Common use cases
- AI & digital readiness baselining before transformation programmes
- Skills-first hiring screens for shared-services and GCC hubs
- Volume frontline hiring: retail, hospitality, customer operations
- Workplace English certification for regional and multilingual teams
- Leadership pipeline and succession assessment
- Training providers and consultancies running measured upskilling programmes
Pricing for singapore & malaysia
Pay per assessment in US dollars: 1 credit = US$0.50. A skills-first hiring screen runs US$8–13 per candidate; workplace English certification US$7.50 per person; a leadership battery US$22.50–25; TNA baselines and journey programmes are scoped per cohort. New organisations get 250 free credits — enough to pilot a real drive or baseline before spending anything.
Frequently asked questions
What is skills-first hiring?+
Skills-first (or skills-based) hiring is selecting candidates on a direct measure of what they can do — scored assessments of role-relevant ability, judgement and communication — rather than on degree, institution or employer-brand proxies. In practice it means every applicant in a drive sits the same structured screen, results are ranked on the same scale, and the shortlist is built from evidence. On AssessAll a screen combines role-matched aptitude, situational judgement, typing and written accuracy, and AI-scored spoken English, delivered by share link with AI proctoring and an integrity band per candidate.
What is an AI-readiness baseline for a workforce?+
It is a measured diagnostic of how prepared a team is to work effectively with AI tools — covering reasoning with data and tool output, process judgement, written communication, and the role-specific capabilities your transformation plan depends on — taken before training budget is committed. On AssessAll the baseline is composed by TNA Studio: you describe the cohort and the capability question, AI builds a bespoke diagnostic, and you get an individual report per person plus a group report that separates gaps training will close from gaps it will not.
Is AssessAll affiliated with SkillsFuture or eligible for government funding?+
No — AssessAll has no affiliation with SkillsFuture Singapore, HRD Corp Malaysia, or any government funding scheme, and makes no claims about subsidy or claim eligibility. Whether a programme qualifies for support is determined by the relevant agency and your advisors. What AssessAll provides is the measurement layer that makes any skills programme substantive: a baseline, a structured re-measure, and per-person evidence of capability and growth.
How does this fit Singapore and Malaysia's data-protection rules?+
Assessment and proctoring data is collected with candidate notice and consent at the start of every attempt, used only for the assessment purpose, and retained for the organisation that commissioned the assessment to review. AssessAll does not certify compliance with the PDPA of Singapore, Malaysia's PDPA, or any other statute — your data-protection obligations depend on how you deploy assessments, and your advisors should confirm your configuration. We provide the controls and the documentation; the compliance judgement is yours.
What does it cost, and in which currency?+
Organisations in Singapore and Malaysia pay in US dollars, per assessment taken: 1 credit = US$0.50, so a skills-first hiring screen is US$8–13 per candidate, workplace English certification US$7.50, and a leadership battery US$22.50–25. Prices are flat USD with no tax line, billed through international cards. There are no SGD or MYR price lists — USD keeps pricing identical across both markets. (Organisations billed in India pay the same credit prices in rupees at ₹30 per credit.) New organisations get 250 free credits.
Can we screen candidates across ASEAN from one drive?+
Yes. Every assessment ships as a share link or QR code that works on any phone or laptop with no accounts to create, so a hub in Singapore or Kuala Lumpur can screen applicants in Manila, Jakarta, Ho Chi Minh City and Penang against the same bar in the same drive. AI proctoring — identity-baseline photo, face presence, tab-switch monitoring — attaches an integrity band to every attempt, so remote candidates are comparable with confidence.
How is this different from enterprise assessment platforms like SHL or Mercer | Mettl?+
The main differences are commercial model and composition speed. Incumbent enterprise platforms typically sell annual licences, per-seat minimums and implementation projects; AssessAll is pay-per-use — 1 credit = US$0.50, no contract, 250 free credits to start — which suits mid-sized employers and per-project training providers. And where traditional platforms select from a fixed catalogue, AssessAll's TNA Studio composes a bespoke diagnostic for your specific cohort in hours. Enterprise platforms remain a fit for organisations wanting decades of published norm tables and global implementation support; the honest comparison is metered flexibility versus enterprise depth.
Can a training provider or consultancy run this for its clients?+
Yes — that is a core model. Providers in Singapore and Malaysia run client programmes on AssessAll under their own branding, with client workspaces, wholesale credit pricing, and the TNA-journey-impact loop packaged as their measured-programme offering: baseline the client's cohort, deliver the training, re-measure, and hand the sponsor an Impact & ROI report. Get in touch through the partners page to scope it.