Assessment Builder
PhD-level validation with self-service simplicity. Create scientifically-validated, role-specific assessments in minutes for your lower-volume roles.
Assessments verify skills in action.
Candidates demonstrate their skills on quick tasks, so hiring teams can identify who is most likely to succeed.
Trusted by Enterprise Talent Acquisition Teams
Candidates can say anything on a resume, but assessments prove they have the skills that actually matter.
Predict performance
7x
more likely to be top sales performer when scoring high vs. low
Predict retention
3x
higher turnover risk predicted for candidates scoring in the bottom 20%
Predict engagement
4.5x
less absences among high-scoring hires, validated on real attendance
The most comprehensive library of assessments. Prediction built on 200M completions.
Candidates complete short, role-relevant exercises connected to success on the job. Multiple methods measure the skills, behaviors, and knowledge that matter for the role, giving hiring teams more information from a single assessment.
Foundational
Science-backed and validated, tested against real post-hire outcomes
Job specific
Designed for your requirements—with technical precision for critical roles
Measure over 250 behavioral and cognitive skills.
Cognitive ability and reasoning
Technical skills and proficiency
Working with people
Custom role competencies
Emotional intelligence
Critical thinking and judgment
Behavioral and soft skill signals
Role-specific competencies
Personality and work style
Drive and likelihood to stay
Communication fluency
How it works
Each step connects what candidates do in the assessment to what success requires on the job.
Define success
Align the role, performance outcomes, and capabilities that matter.
Measure what matters
Build the assessment and choose a validated, role-relevant mix of tests, games, coding, language, or simulations.
Capture evidence
Candidates demonstrate ability through structured tasks in one mobile-friendly experience.
Generate consistent insights
AI or traditional scoring, depending on the assessment, compares performance with predefined job criteria.
Make confident decisions
Review scores, fit, strengths, and follow-up questions. Prioritize candidates or move them into interviews. Humans always make the final decisions.
Mature, enterprise-ready solution with years of feature depth
Candidate feedback
Multiple languages
Adaptive difficulty
Custom challenges
Plagiarism detection
Open-ended responses
24/7 support
Brand customization
Why Hirevue is different
Science-backed assessments for defensible decisions
Scientific validity
Assessments are grounded in role-specific frameworks and tested for reliability and job relevance. Read more
Proven outcomes
Decades of validation studies connect assessment results with real-world performance, retention, and other business outcomes.
Governance
Structured criteria, ongoing review, and human-decision making support fairer, more defensible hiring.
Assessments in practice
65%
faster time-to-hire
Emirates used Game-Based Assessments and video interviews for high-volume customer-service hiring, reducing time to hire from 60 to 7 days.
Read more
“Using Hirevue’s assessments we have been able to optimize speed, quality, quantity, and experience. We can manage and review a much larger volume of candidates, and confidently recommend the best talent to the business. We have built validated talent pools for each department, so in some cases we have a zero time to fill. Hirevue has been a phenomenal partner, supporting us and challenging our thinking.”
Manal Al Soori
Senior Vice President of HR Group Recruitment, Emirates
Frequently asked questions
Choose a ready-made, lightly adapted, or fully tailored version.
Games and AI-scored interviews use AI. The Virtual Job Tryout does not.
Outputs vary by assessment and can include scores, fit, strengths, and recommended follow-up questions.
Pre-employment assessment software helps employers evaluate candidates using structured, job-relevant exercises. Hirevue Assessments measure skills, cognitive abilities, behaviors, language proficiency, coding ability, and job readiness to help predict workplace success.
A Virtual Job Tryout, or VJT assessment, is a realistic job simulation that allows candidates to experience common tasks and scenarios associated with a role. Employers use Virtual Job Tryouts to evaluate judgment, decision-making, and job fit before hiring.
Virtual Job Tryout questions and exercises vary by role. Candidates may respond to workplace scenarios, prioritize tasks, solve problems, or demonstrate how they would handle situations they could encounter on the job.
A game-based assessment uses short, interactive tasks to measure job-relevant cognitive and behavioral skills. Hirevue Game-Based Assessments can help employers consistently evaluate abilities such as problem-solving, attention, memory, and learning agility.
Hirevue game-based assessments compare candidate performance with predefined, job-relevant criteria. Results help recruiters understand a candidate’s strengths and potential fit, while employers retain control over advancement and final hiring decisions.
A coding assessment evaluates a candidate’s technical ability through practical programming exercises. Coding assessments help employers verify skills earlier in the hiring process rather than relying only on resumes or self-reported experience.
A coding assessment platform can evaluate programming knowledge, problem-solving, code quality, and role-specific technical skills. Hirevue coding assessments and technical assessments automatically score exercises and provide recruiters with consistent candidate insights.
Yes. Organizations can choose ready-made assessments, lightly customize existing content, or create tailored assessments based on the role, required skills, and desired performance outcomes.
AI may be used to score certain games and structured video responses. Other assessment types like the Virtual Job Tryout simulation, use established scoring methods without AI. Recruiters remain responsible for advancement and hiring decisions.
Outputs vary by assessment and may include scores, indicators of job fit, candidate strengths, and recommended interview questions. These insights help recruiters prioritize candidates and make more consistent, informed decisions.