Hiring · Cognitive Screening

Measure how they think. Not what they claim.

Certifications test recall. Interviews test presentation. Neither measures whether someone can think through a problem they’ve never seen before. 30 minutes. 7 dimensions. Compare every candidate to your existing team.

Resumes are AI-polished. Interviews are AI-rehearsed. Simulations can’t be faked — because the thinking IS the deliverable.

Screen your next hire → Try the assessment yourself

The Problem

200 applicants. They all have the certification. Now what?

You post a senior engineering role. 200 applications arrive. Every resume has the right keywords. 80% have the relevant certification. You interview 12. You hire 1.

The interview measured whether they could talk about the work. It did not measure whether they could do the work — under pressure, with incomplete information, on a problem they’d never seen before.

The certification measured whether they could recall information. It did not measure whether they could apply it when the situation doesn’t match the textbook.

What We Measure vs. What Interviews Measure

Different signal. Different outcome.

Interviews are optimized for candidates who present well. Simulations are optimized for candidates who think well.

Capability	Interview	Certification	Cognitive Sim
Problem decomposition	Self-reported	Not tested	Measured in real time
Performance under pressure	Rehearsed answers	Not tested	Timed simulation
Novel problem solving	Prepared examples	Recall-based	Unseen scenarios
Resource management	Anecdotes	Not tested	Constrained environment
Iterative debugging	Not observable	Not tested	Failure recovery tracked
Cross-domain transfer	Not measurable	Single domain	Multi-simulation profile
Bias in evaluation	High (affinity, halo)	Low	Zero (name-blind)

Hiring Outcomes

Three verdicts. Clear dimension breakdown.

Every candidate receives one of three outcomes with a full 7-dimension profile explaining why.

Strong Hire

Exceeds role cognitive benchmark

Candidate’s profile meets or exceeds your team’s existing benchmark on the dimensions that matter most for this role. Specific strengths highlighted.

Conditional

Strong in some dimensions, gaps in others

Candidate shows strength in 4–5 dimensions but falls below benchmark on 1–2 critical ones. Report identifies exactly which gaps and estimated development time.

Not Recommended

Below benchmark on critical dimensions

Candidate’s cognitive profile does not match the role requirements. Report shows where the mismatch is — useful for redirecting to better-fit roles.

Integration & Fairness

Webhook to your ATS. Blind by design.

Results flow directly into your existing hiring workflow. The simulations never see the candidate’s name, school, or background.

ATS integration

Webhook to Greenhouse, Lever, and Workday. Candidate takes the assessment via a link in your pipeline. Results — verdict, dimension scores, and confidence intervals — appear in your ATS automatically.

Bulk screening

Send assessment links to 200 candidates. Results arrive as they complete. Sort by overall fit, by specific dimension, or by comparison to your existing team’s profile.

Bias reduction

Simulations don’t know the candidate’s name, school, or background. They measure cognitive capability in a controlled environment. Same cockpit. Same rules. Same scoring.

Team comparison

Compare every candidate to your existing team’s cognitive profile. Identify candidates who complement your team’s strengths and fill its dimensional gaps.

Screen your next hire. 30 minutes. $8/candidate.

Send a link. Candidate plays 3–5 simulations. You get a 7-dimension cognitive profile with a hiring verdict. Results in your ATS automatically.