No questions, just the work
They read the brief, clear the inbox, run the crisis. Not a test, a day.
An assessment center in the browser
an interview tells.sezra shows.
The candidate works a full day in one sitting. What comes back is a record with their own words under every score.
6
Modules, one sitting
8
Competencies, all evidenced
Not an opinion. The candidate's own words
Elif Demir
Senior Product Manager
4.7
Overall score
- Crisis composure5.0
- Decision quality4.0
- Written communication5.0
Evidence quote
Before anyone panics, let us separate the three numbers we actually have: error rate, affected users, and time to roll back. The rest is guesswork.
Inbox
Being triaged
Hiring still rests on three things. A CV, an interview and a hunch.
All three measure how well a candidate explains themselves, never how well they work.
What you used to have
- A rehearsed story.
- A past described by the candidate.
- An impression that changes with the interviewer.
What you have now
- Which message they opened first in a filling inbox.
- The call they made when the plan broke, and why.
- One record, every candidate held to the same standard.
Three steps. Set it up, let them work, read it.
Once the invitation goes out, nothing is left on your side.
Set up the scenario
Pick the role, confirm the competencies, send the invitation. Fifteen minutes.
The candidate does the work
Briefing, inbox, crisis, dashboard, press statement and review. One sitting.
Read the evidence
Eight competencies, a five-point scale, and the candidate's own sentence under every score.
One line from a report
4 / 5
Decision quality
Before stopping the line I asked for the second shift's data; halting all production over a single sensor fault would have cost more than the delay.
1 / 5 Decision quality
One sitting. Six moments from a working day.
All of it comes from the same record and becomes one evidenced report.
A quote, not an opinion
When a score is challenged, you hold the sentence the candidate wrote.
Rules, model and human
A rules engine scores countable behaviour, a model scores language, a person scores the edge cases.
Side by side, same scale
Compare candidates who ran the same scenario, competency by competency.
The decision stays yours
The system measures and puts the evidence in front of you. Who gets hired is your call.
Less data, less time
Designed for KVKK and GDPR. Candidate data never trains a model.
Eight competencies. The same five points, evidence on every one.
Two candidates are comparable only when they went through the same thing.
Crisis composure
With the clock running, the first sentence they choose goes on record.
Measured in: Crisis
See it in the demoDecision quality
What is measured is not which option they took, but that they could write down why.
Measured in: Crisis
See it in the demoPrioritization
What they opened first and what they knowingly left waiting, recorded in order.
Measured in: Inbox
See it in the demoData literacy
One of the three readings on the dashboard misleads. Which one they read is scored.
Measured in: Data dashboard
See it in the demoStakeholder management
Two parties with conflicting expectations, one reply. They write it to both at once.
Measured in: Inbox
See it in the demoWritten communication
One public text against a closing counter. Brevity, clarity and tone are measured together.
Measured in: Press statement
See it in the demoEthical reasoning
The moment the fast fix and the right thing part ways. Why they ruled one out is a finding too.
Measured in: Crisis
See it in the demoSelf-awareness
The gap between their own estimate and the measured score is a finding on its own.
Measured in: Retrospective
See it in the demo
From invitation to decision. The whole process on one screen.
Every finished assessment becomes a file of evidence you can open and read.
The demo runs on sample data and contains no real candidate records.
The interview era is closing. Watch your next candidate actually work.
Give us forty-five minutes and we will walk a scenario built for your own role.