AI Assessment Platform and Software Tools That Write Your Test and Auto-Grade Multiple Choice
Describe a role, a subject or a skill, and the AI writes a role-specific assessment in about 15 seconds. One AI assessment platform for hiring managers, teachers and trainers: multiple choice is graded the moment it is answered, and written and recorded answers wait for you in one place to score. If you are comparing assessment platforms, the difference is easy to check: published prices, monthly billing and an AI assessment test written for your exact role. Plans start at $49 a month with no annual contract.
Try it, generate a real assessment
No account needed. Results appear instantly in your dashboard.
Built for teams that assess people every week
Recruiting and hiring
Screen applicants before the first call
Schools and universities
Quizzes and exams graded automatically
Corporate training
Onboarding and compliance checks
Certification bodies
Exam delivery with expiry tracking
AI Assessment Platform Comparison With Starting Prices
Looking for the best assessment platform for your budget? Here is how Assessing AI compares with TestGorilla, Typeform, HackerRank and Google Forms on features and the price you pay to start.
TestGorilla is excellent if you want a library of scientifically validated pre-built tests for hiring, but you're locked into their catalog, custom questions are limited, and it starts at $215/month billed annually with a credit-based model that gets expensive fast (see the full TestGorilla pricing breakdown). HackerRank is best-in-class for developer hiring specifically, but useless if you're assessing anything else. Typeform makes beautiful forms but has no real assessment logic: no correct answers, no point values, no scoring. Vervoe does AI grading but has limited question type variety. And Google Forms? It's free, which is the only reason anyone uses it for assessments.
Swipe the table sideways
| Feature | Assessing AI | TestGorilla | Typeform | HackerRank | Google Forms |
|---|---|---|---|---|---|
| Custom question creation | Limited | Dev only | |||
| AI question generation | |||||
| Recorded answer type | Video Qs | ||||
| Auto-grading | MC only | MC only | |||
| Multi-test bundles | |||||
| Conditional logic | |||||
| Candidate comparison | |||||
| Education use case | Basic | ||||
| Starting price | $49/mo | $215/mo | $29/mo | $165/mo | Free |
Already paying for a library you barely use? Our TestGorilla alternative page shows who should switch and who should stay, the ClassMarker alternative page does the same for credit-based testing, the Testlify alternative page covers teams that outgrow 100 credits a year, the ProProfs alternative page is for quiz makers that bill per taker, and the full AI assessment software comparison puts six platforms side by side on verified pricing. If you are budgeting per hire, the pre-employment assessment software pricing table works out the cost per candidate for eleven vendors. Holding a single quote? We break down Wonderlic test cost and pricing for employers and TestDome pricing per candidate at real hiring volumes.
Assessment Title
Senior React Developer: Technical Screening
Which React hook replaces componentDidMount in functional components?
5ptsWhat is the correct way to update nested state in React?
5ptsExplain the difference between useMemo and useCallback with a real-world example.
15ptsWhich of the following are valid React performance optimization techniques?
10ptsBuild any type of assessment in minutes, not hours
Most assessment tools lock you into one format. Typeform gives you nice-looking forms but no real scoring. Google Forms works but feels like 2008. HR platforms cost thousands and take months to set up. Assessing AI is different.
You start by describing what you want to assess (a job role, a topic, a skill set) and our AI generates a complete set of questions across all the types you need. Then you tweak, reorder, add your own, set point values, and you're done. The whole process takes about five minutes from idea to shareable link.
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Four question types in one assessment
Single choice, multiple choice, typed answers, and recorded audio/video responses, mix and match freely within any test.
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Multi-test assessment bundles
Group multiple tests into a single assessment session. A candidate takes your cognitive test, then a technical test, then a culture-fit survey, all in one sitting.
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AI question generation from any prompt
Paste a job description, a textbook chapter, or just a topic name. The AI produces well-formed questions with correct answers and distractors already filled in.
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Custom scoring and weighted sections
Set point values per question. Choice questions score themselves, including partial credit. Written and recorded answers get the points you award, and the total recalculates as you go.
See who scored what (and why) without digging through spreadsheets
Here's a situation that happens constantly: you send an assessment to 60 candidates and now you have 60 email replies with Google Form responses to sift through. You're manually cross-referencing a spreadsheet, trying to figure out who actually knows their stuff.
With Assessing AI, the results dashboard does that work for you. Every respondent is ranked by score the moment they submit. You see total score, time taken, per-question accuracy, and which questions tripped people up. For written and recorded answers, you review them in a clean interface, no downloads, no email attachments.
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Automatic ranking and shortlisting
Candidates sorted by score as soon as they finish. Set a passing threshold and let the platform flag who moves forward.
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Per-question breakdown and difficulty analysis
See which questions had low success rates. A question where 90% of candidates fail might be poorly worded, or a genuine hard filter. You decide.
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Side-by-side candidate comparison
Compare two or more candidates answer-by-answer. Useful when scores are close and you need a deeper look before scheduling interviews.
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CSV and Excel export
Export all responses with scores, timestamps, and individual answers. Integrate into your existing ATS or share with hiring managers who aren't on the platform.
Marta Kowalczyk
18m
Darius Mehrabani
22m
Yelena Brodsky
25m
Tom Beckett
31m
Ola Nwosu
28m
Three steps from idea to insights
You don't need to be an L&D specialist or a tech person. If you can describe what you want to measure, you can build an assessment on Assessing AI.
Build your assessment
Start from scratch or let AI generate your questions. Describe the role, topic, or skill you're evaluating, pick your question types, set a difficulty level, and the platform does the heavy lifting. You get a complete draft in seconds that you can tweak, reorder, or supplement with your own questions.
Configure time limits per question or per test, randomize question order to reduce copying, set weighted scoring, and add a pass threshold. Group multiple tests into a single assessment session if you're running a multi-stage evaluation.
Share via link
Every assessment gets a unique shareable link. Send it to candidates, students, employees, or embed it in your ATS. Respondents don't need to create an account, they click the link, fill in their name and email, and start.
You can add custom branding so the assessment page shows your company logo and colors. Respondents see a professional, focused evaluation experience, not a generic form with someone else's branding. You can also set the assessment to close after a date or after a maximum number of responses.
Review results automatically
Multiple choice and single choice answers are graded instantly, with partial credit where it is due. Typed and recorded answers land in one review queue where you read or listen and award the points yourself. You get a ranked list of respondents with scores as they come in.
For manual review, the interface shows each respondent's answers in context, not a raw database dump. You can leave scores, notes, add flags, and export the full dataset for your records. Email notifications ping you when someone completes the assessment, so you're never waiting at your dashboard.
One platform, many ways to evaluate
Whether you're screening 200 applicants or quizzing a class of 30 students, the workflow is the same. Build once, share everywhere.
Pre-employment assessment for smarter hiring decisions
Recruiting managers at mid-size companies face the same problem every time a role opens: too many applicants, not enough signal. Resumes tell you where someone worked. They don't tell you if they can actually do the job.
Pre-employment skill assessments solve this. You create a role-specific test (say, a React developer screening with multiple choice questions on hooks and state management, plus a written question asking them to explain a past architecture decision) and send it to every applicant before the first call. Candidates who score above your threshold move forward. Everyone else gets a polite automated decline.
The math is simple. If you're reviewing 150 applications and 40% pass your screen, you've turned a 30-hour review process into a 2-hour one. You're still evaluating every candidate, just letting the assessment do the initial filter so your time goes to the 60 people worth talking to.
Example: Hiring assessment
Test 1: Technical Skills (15 min)
10 multiple choice + 2 written questions on React, TypeScript, and API design
Test 2: System Design (10 min)
1 written answer: describe how you'd architect a real-time notification system
Outcome
Top 20% of scorers advance to phone screen. All responses exported to ATS.
Online quiz maker for teachers, auto-grading that actually works
Teachers and university lecturers spend enormous chunks of time on things that shouldn't require their expertise. Manually marking 80 multiple choice papers is not teaching, it's data entry. Setting the same quiz question for the fifth time this semester is not pedagogy, it's busywork.
Assessing AI handles the objective parts of assessment automatically. Multiple choice and single choice questions are graded instantly the moment a student submits. Results appear in your dashboard sorted by score. You get per-question accuracy so you can see which concepts your class hasn't grasped, useful data for planning your next lesson.
Short-answer and essay questions still need you. They arrive in the respondent view with the question, the answer and a points box, so marking a class is one pass down a list rather than a hunt through inboxes. Nobody is graded by a model without a teacher reading the answer.
Example: Classroom quiz
Weekly Quiz: WW2 History
8 single choice questions + 1 short essay. Auto-grades the multiple choice. You score the essay in one click per candidate.
Results by 9pm same day
Class average: 74%. 6 students flagged below 50%, follow up in next session.
Employee compliance assessment with pass/fail tracking
Compliance assessments are a legal and operational necessity for most businesses. GDPR, workplace safety, data handling, anti-harassment, employees need to demonstrate they understand policy, and you need a record proving they did. Doing this on paper or via email is a nightmare to track.
Assessing AI gives you a simple flow: create the assessment, set a passing score (usually 80%+), send the link, and the platform tracks who has completed it and who hasn't. Scores are visible per employee, so you can see at a glance who needs a second attempt. Completions are logged with timestamps for your audit trail.
For onboarding, bundle compliance into a multi-test session alongside role-specific training material. New hires complete everything in one sitting on their first day. You get confirmation records without chasing HR paperwork.
Example: Annual compliance check
GDPR Awareness Assessment
15 single choice questions. Pass threshold: 80%. Retake enabled for failed employees.
Completion tracking
143/150 employees completed. 7 pending, automatic reminder sent. Full audit log exportable.
Skills gap analysis, find out what your team actually knows
L&D professionals often work from assumptions. You design a training program based on what managers tell you employees need, run it, and hope it moves the needle. Skills gap assessments give you data to design from, not guesswork.
Run a pre-training assessment across your department. See where the knowledge gaps actually sit, not where managers think they sit. Run the same assessment after training. The delta between the two scores is your proof of impact, something L&D professionals struggle to demonstrate to leadership.
Because Assessing AI stores all historical responses, you can track individual skill development over time. Pull up an employee's assessment history and see whether they've improved, plateaued, or regressed on specific competencies.
Example: Skills baseline
Pre-Training: Data Analysis Skills
Team average: 42%. Weakest area: statistical interpretation (28% correct).
Post-Training (6 weeks later)
Team average: 79%. Statistical interpretation: 71%. +43 points improvement demonstrated to leadership.
Certification and credentialing exams done right
Professional certifications have specific requirements: question randomization so candidates do not sit the same order, time limits that cannot be stretched, and completion records that hold up to scrutiny.
Questions are randomized per test, so two candidates sitting together do not see the same order. Time limits are enforced server-side, so nobody buys extra minutes by closing the tab or losing connection. Switch on webcam monitoring and each candidate agrees to it before starting, then a still photo is taken at the start and every 3 minutes and shown on their result. No lockdown software and no tab-switch logging.
Every completion is recorded with the respondent's name, email, score and timestamp, and the whole set exports to CSV. Organizations use that export as the record for internal certification programs, association exams and vendor qualification tests. Everyone who passes can get a printable certificate with a verification link, valid for as long as you set.
Example: Safety inspector cert
ISO 45001 Safety Certification
50 randomized questions from 200-question pool. 90-minute limit. Webcam monitoring enabled. Pass: 85%.
On pass
Certificate auto-generated with verification code. Stored in candidate profile. Expires in 2 years, system sends reminder.
Vendor and client evaluation, standardized criteria, not gut feel
Consultants, agencies, and procurement teams regularly need to evaluate external parties against a standard. Vendor qualification, partner capability assessment, client onboarding diagnostic, these are just assessments with a different audience.
Assessing AI lets you create a standardized evaluation you send to every vendor or prospect. The vendor fills it in (answering questions about their processes, certifications, tooling, and experience) and you get a scored result that's comparable across all respondents. No more reading through five different questionnaire formats in Word documents.
HR consultants and freelance recruiters use Assessing AI across multiple client engagements. You can manage separate assessments for different clients from one dashboard, with each client's assessments isolated in their own branded environment.
Example: Vendor qualification
IT Vendor Qualification Assessment
20 questions covering security posture, SLA capabilities, references, and compliance certifications.
Outcome
6 vendors scored. 2 passed threshold. Shortlist goes to legal review. Scoring defended in procurement meeting with data.
Built for real evaluation, not just form-filling
There's a difference between a tool that collects answers and a tool that evaluates people. Here's what makes Assessing AI the latter.
Recorded answer questions
Written answers are great for structured knowledge. But some things you need to hear directly. How does a candidate explain a complex technical concept to a non-technical stakeholder? How does a sales rep handle a difficult objection? You can't learn that from a checkbox.
Recorded answer questions ask respondents to record a short audio or video response, typically 1-3 minutes. The recording is uploaded from the browser over HTTPS and kept with that respondent's answers, ready to play back and score by hand in your results dashboard.
You can also review recordings manually. The interface shows the transcript alongside the video with timestamps, so you can skip to the relevant parts. This is particularly useful for oral examinations in language learning, presentation skills assessments, and interview simulation exercises.
Supported formats
AI question generation from any source
Paste a job description, a course syllabus, a product manual, or just a topic name. The AI reads it and generates well-formed questions with correct answers and plausible distractors already filled in.
You can specify the question type mix (all multiple choice, a blend, include some written answers), the difficulty level, and how many questions you want. Generating 20 questions from a 500-word job description takes about 15 seconds. You then trim, edit, and reorder to taste.
Assessment integrity without the heavy-handed proctoring
Full remote proctoring requiring invasive software installs puts candidates off. Assessing AI sits at the light end on purpose: question randomization so respondents do not see the same order, a server-side time limit that keeps running whatever the candidate's browser does, and optional webcam monitoring with periodic still photos the candidate agrees to first.
For high-stakes certifications, treat this as a screening step: there is no identity check, so pair it with a supervised session if the result has to be defensible.
Conditional logic, branching questions
Not every assessment should be linear. A candidate who answers "I have 5+ years of management experience" should see different follow-up questions than one who answers "I'm a team lead."
Conditional logic lets you branch and skip based on previous answers. You can use this to build adaptive assessments, skills-level routing (show harder questions if the respondent got the easy ones right), and multi-path surveys where the questions asked depend on the respondent's profile.
Team workspaces for collaborative assessment design
Good assessments are rarely built by one person. A hiring manager knows what skills matter for the role. A senior engineer knows which technical questions are actually predictive. HR knows what's legally defensible. They need to build the assessment together.
Team workspaces let you invite collaborators who can create and edit assessments, review results, and leave notes on individual responses. Permissions are role-based, you control who can publish assessments and who can only review results.
Getting results into your ATS or LMS
If you're running hundreds of assessments a month, moving results into an ATS or LMS by hand gets old fast. Without any code, the bridge is the shareable link plus a CSV export of every response. For a direct connection, the Pro plan adds a REST API and completion webhooks.
Available on the Pro plan. The API is REST-based with standard JSON responses. Webhooks fire on assessment completion so you can trigger downstream actions in real time, moving a candidate to the next stage, updating their record, or sending a Slack notification to the hiring manager.
Questions we get all the time
Straightforward answers, no marketing fluff.
The best-known AI assessment brands are TestGorilla, Testlify, Vervoe, Criteria, HireVue and iMocha for hiring, and ClassMarker for testing and certification. Most sell library tests on annual or quote-only contracts. Assessing AI is the option for teams that want a test written for their own job by AI, with published monthly prices from $49.
Affordable AI assessment services publish a price you can pay by card. Assessing AI starts at $49 a month with no contract, TestGorilla Core is about $2,580 a year and Testlify Standard is $1,668 a year. Criteria, Vervoe, Wonderlic and HireVue quote each company, and their contracts usually start in the thousands of dollars a year.
For role-specific tests, the best AI assessment platform is one that drafts questions from your own job description instead of assigning a generic library test. On Assessing AI Plus you paste the role, the AI writes multiple choice, written and recorded answer questions for it, and you edit before sending one link to every candidate.
No, and this is intentional. When you send your assessment link to candidates, employees, or students, they just click the link and start. They enter their name and email at the start of the session so you know who submitted what, but there is no account creation, no password, no verification email. The friction at the respondent end is as low as we can make it. The last thing you want is a candidate bouncing because they couldn't figure out the signup flow.
You provide a prompt, this can be a job description, a topic name, a course objective, or even a chunk of text from a textbook or product manual. The AI drafts questions of your chosen types (single choice, multiple choice, written answer) at your chosen difficulty level, each with the question stem, all answer options, the correct answer and a short explanation of why it is correct. You review and edit before publishing, and nothing AI-generated goes live without that review step. AI question generation is part of the Plus plan; the generator on this page lets you try it before you pay.
Candidates record their answer in the browser, no plugin and no app to install. The file is uploaded to our server over HTTPS and stored against that respondent. You play it back in the respondent detail view, download it if you want to keep a copy, and award points for it yourself alongside the automatically scored questions. You can request a transcript with timestamps next to the recording, so you can jump to the part that matters. There is no automatic scoring of recordings: a person listens and decides.
Yes, absolutely. Your team workspace is not scoped to a single use case. You can have assessments for pre-employment screening in the same dashboard as quarterly skills assessments for your existing team and compliance assessments for onboarding. They're all just assessments, organized however you want within your workspace. A common path is to start with hiring and then add training evaluation, because the workflow is the same.
Single choice and multiple choice questions are scored the moment a respondent answers them, including partial credit when a multiple choice answer is right but incomplete. Written and recorded answers are scored by you: open the respondent in your results dashboard, read or listen to the answer, and type the points you are awarding out of the maximum you set on the question. The total recalculates straight away. We do not put an AI score on an open answer, so nobody is turned down by a model without a person reading what they wrote.
There is no free plan. Signing up gives you a one-off demo: 3 assessments in total, up to 10 questions each, with single choice, multiple choice and text answer types, and 25 responses per assessment. The demo does not renew, so once those 3 are used the account moves to a paid plan. The Starter plan at $49/month (or $24/month billed yearly) removes the question limit, allows 15 new assessments per month, adds the recorded answer type, custom branding, CSV export, time limits, and up to 500 responses per month. Full details are on the pricing page.
Custom branding is available from the Starter plan: your logo, your organisation name and your colour on the page the candidate sees, and the Powered by Assessing AI line disappears. The assessment link itself runs on our domain.
Yes, on the Pro plan. A REST API with personal API tokens returns your assessments and every candidate response as JSON, and webhooks fire when a candidate completes an assessment, so your ATS can pick up scores automatically. On Starter and Plus, teams paste the assessment link into their ATS job post or auto-reply and export results to CSV or Excel for import. If you need a direct connector for a specific ATS, write to [email protected] with the ATS you use.
We deliberately avoid invasive proctoring: no lockdown software to install, no eye-tracking, no keystroke logging and no video recording of the candidate. The controls are the quieter ones: a time limit per test that runs on the server, so disconnecting does not buy extra minutes, question randomization, so two candidates sitting side by side do not see the same order, and optional webcam monitoring on paid plans. With webcam monitoring on, the candidate agrees before starting, a still photo is taken at the start and about every 3 minutes, and you see the photos on their result. Tab-switch logging and identity document checks are not part of the product, so if your assessment is high stakes, pair it with a supervised session.
Every answer is written to the server the moment the candidate moves to the next question, so a dropped connection costs at most the question they were on. When they reconnect and reload the assessment link in the same browser, the assessment opens at the first question they have not answered yet. Timed assessments are the one thing a disconnect does not pause: the clock runs on the server, so nobody buys extra minutes by pulling the plug.
Yes, this is one of the features we're most proud of because no other affordable platform does it well. You create an Assessment (the container), and within it you add multiple Tests. Each test can have its own question set, time limit, and randomization settings. When a respondent takes the assessment, they move through each test in sequence. A complete candidate evaluation might look like: Test 1: Cognitive reasoning (15 min), Test 2: Technical skills (20 min), Test 3: Situational judgment (10 min). You get a score for each test plus an overall composite score. This is available from the Starter plan.
Use the homepage demo, literally right now on this page. Enter your use case, a topic or role, pick your question types, and hit Generate. You'll see a real AI-generated assessment in your dashboard that you can edit, preview, and share. Signing up gives you a one-off demo of 3 assessments with 25 responses each, enough for one hiring round, a classroom quiz or a small training cohort. It is a trial, not a plan: the 3 do not come back, so if the product earns its place you pick a plan, and if it does not you owe nothing. No credit card needed to start.
Built to handle volume and stay out of your way
Assessing AI is a web application, no installs, no plugins, no browser extensions required. Respondents take assessments in any modern browser on any device. The assessment interface is mobile-responsive, so candidates can complete it on their phone without issues.
Assessment data sits in a MySQL database, and every answer is written the moment a candidate moves to the next question, so a closed tab or a dropped connection does not take the work with it. Coming back to the same link picks the assessment up at the first unanswered question.
Recorded answers are captured in the respondent's browser and uploaded with the answer itself, so the respondent moves on to the next question as soon as the upload finishes. The file is stored against that answer and waits in your results dashboard until you play it and award points.
The assessment-taking interface is intentionally minimal. No navigation, no distractions, no links out. Just the question, the input, and a progress indicator. This keeps respondents focused and reduces drop-off rates compared to embedded forms in survey tools that look like they could go anywhere.
Different jobs, same tool
We built Assessing AI to serve people who evaluate other people for a living, regardless of whether that evaluation happens in a hiring context, a classroom, or a training room.
Recruiting Managers
You're screening 100-300 candidates per role and spending too much time on first-round calls with people who clearly can't do the job. Pre-employment skill assessments let you set a minimum bar objectively before any human time is spent. Build role-specific tests with AI, send the link, rank respondents automatically.
Best feature: Candidate ranking + side-by-side comparison
Teachers & Lecturers
You need a quiz tool that handles auto-grading for objective questions and gives you real data about what your class did and didn't understand. Share assessments via link, no student accounts, no app downloads. Results are ready before the end of the school day.
Best feature: Auto-grading + per-question class breakdown
HR & L&D Professionals
You run compliance rollouts, onboarding assessments, and quarterly skills checks. You need completion tracking, audit logs, pass/fail enforcement, and data you can present to leadership. Assessing AI handles all of it with a dashboard that non-technical HR staff can operate without training.
Best feature: Completion tracking + audit log + team workspaces
Small Business Owners
You don't have an HR department or an L&D team. You're hiring 3-5 people per year and evaluating employee performance without a system. Assessing AI gives you a professional evaluation tool without the enterprise price tag or the enterprise learning curve.
Best feature: Fast setup + AI question generation
HR Consultants & Agencies
You're delivering recruitment or training services to multiple clients. You need to manage separate assessment libraries for different clients, apply each client's branding, and deliver professional results. The team workspace model lets you run multiple client engagements from one account.
Best feature: Custom branding + multi-client workspaces
Corporate Trainers
You build onboarding programs and certification tracks. You need assessments that feel polished enough to represent the company brand to new hires. Time limits, question randomization and your own branding on the candidate page, without the enterprise licensing headache.
Best feature: custom branding + time limits + CSV records
Hiring for your own company? See how skills assessment software for small business compares on price against TestGorilla and Testlify, and what each one is actually best at. Screening applicants before the first call? The pre-employment testing software for small business page covers role-specific hiring tests, the legal basics and what six vendors charge. Hiring a class of phone agents? The call center assessment test for hiring lets every applicant handle a mock call before you book screens, and the sales assessment test for hiring does the same for SDR and account executive seats.
Respondent data handled with the care it deserves
When someone takes your assessment, they're sharing more than just their answers. They're sharing their name, their email, potentially a video recording of themselves, and their performance data. That deserves serious handling.
Traffic to and from the assessment runs over TLS. Recorded answers are kept on private storage, outside the public web root: playing one requires being signed in as a member of the team that owns the assessment. We don't sell respondent data or use it for any purpose beyond delivering the assessment service to you.
For GDPR compliance: respondents are informed of data collection at the start of the assessment. You can configure data retention periods. Respondents can request deletion of their data, which you handle through the results dashboard (bulk or individual). Complete GDPR data processing agreements are available on the Pro and Enterprise plans.
Enterprise buyers with their own compliance requirements (SAML single sign-on, a data processing agreement, a compliance report of your workspace) get them on the Enterprise plan at $998 a month, or $499 a month billed yearly, bought by card like every other plan. Questions about a specific requirement go to [email protected].
Answers stored on our own servers
No third-party assessment host sits between you and your candidates
TLS 1.3 in transit
All data transfer encrypted end-to-end
Private storage for recordings
Recorded answers sit outside the public web root, team access only
GDPR-ready data handling
Consent collection, retention controls, deletion requests supported
No third-party data selling
We don't sell respondent data. Ever.
Role-based access control
Control who on your team can view, edit, and export results
Start without a credit card
Use the platform for real before deciding. When you're ready to scale, plans start at $49/month.
Starter
Solo recruiters and teachers
- 15 assessments/month
- 500 responses/month
- Recorded answers
- Custom branding
- CSV export
Plus
Growing teams and HR depts
- 50 assessments/month
- 2,000 responses/month
- AI question generation
- Score distribution and per-question breakdown
- Team of 10
- Manual scoring
Pro
Large orgs and agencies
- Unlimited assessments
- Unlimited responses
- Unlimited team members
- API and webhooks
- Priority support
Enterprise
500+ employees, compliance needs
- SSO/SAML
- GDPR data processing agreement
- Compliance report
- 2,000 AI generations a month
- First in the support queue
Practical guides on assessments
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Mercer Mettl Pricing 2026 and Cost per Candidate
Mercer Mettl pricing is quote only. Listings show $25,000 a year for coding tests and $3,000 to $15,000 for small teams. Cost per candidate...
iMocha Pricing 2026 From $400 a Month and Cost per Candidate
iMocha pricing is quote only. Listings show Basic at $400 a month billed annually for 600 assessments a year, about $8 per candidate. Plans...
The actual cost of doing assessments badly
Most organizations underestimate how much a broken assessment process costs them, because the costs are distributed, invisible, and show up on the wrong spreadsheets.
Hiring
141 hrs
Recruiter time per 3-role hiring cycle just to reach a shortlist
3 roles, 150 applicants each. 17.5 hours reading resumes per role. 30 hours on phone screens. 30-50% of screened candidates lack core competency, those calls were wasted before minute 10.
With a 20-min pre-screen assessment:
- 12-18 fewer wasted phone screens per role
- $14,000-$21,000/yr in recoverable recruiter time
- Preventing 1 bad hire saves 1.5-3x annual salary
Education
4 hrs
Per quiz cycle for 300 students, even with objective questions
A lecturer with 4 course sections and biweekly quizzes spends 225 minutes per cycle just verifying scores. Class sizes grow every year. Grading time doesn't.
With auto-graded assessments:
- 4 hours becomes 15 minutes of spot-checking
- Same-day feedback while material is still fresh
- Reclaimed time goes to lesson planning and research
Compliance
30 sec
To export audit-ready proof vs. 1+ hour digging through paper
ISO, SOC 2, GDPR audits demand evidence that employees completed training. Paper sign-in sheets are incomplete, inconsistent, and missing entries for people who left or transferred.
With digital assessment tracking:
- Every completion logged with timestamp, score, and pass/fail
- Gaps found weeks before the auditor arrives
- Searchable, exportable CSV in one click
Question design is the part most tools ignore
Most tools focus on delivery, sending tests, collecting answers, calculating scores. But the harder problem is upstream: writing good questions is genuinely difficult without training.
Bad question
One correct answer + three obviously wrong distractors. Tests process of elimination, not knowledge.
Good question
One correct answer + three plausible misconceptions. Wrong answers reveal what the candidate misunderstood.
Vague prompt
"Explain machine learning", produces vague answers that are hard to grade consistently.
Specific prompt
"Explain ML to a small business owner in 3-5 sentences. Mention training data and prediction."
AI question generation produces distractors based on genuine misconceptions and creates specific, gradeable prompts, a much better starting point than a blank page.
Why question type variety matters
Over-relying on multiple choice tests recognition, not recall. Whether that matters depends on what you're measuring. Different question types test different cognitive skills.
Multiple Choice - best for Factual knowledge
"Does this employee know the data retention policy?"
Single Choice - best for Policy scenarios
Clear right/wrong decisions with defined correct answers
Written Answer - best for Procedural knowledge
"Draft a response to a difficult customer complaint"
Recorded Answer - best for Communication skills
"Explain a technical issue to a non-technical user"
Most platforms force one primary format. Assessing AI supports all four within the same assessment, compose the right format per question.
The respondent experience matters
Asking people to invest 20-30 minutes in an assessment is a real ask. A confusing, buggy form makes candidates question whether the company is worth joining. First impressions go both ways.
Any device
Fully responsive on desktop, tablet, and mobile
Auto-save
Progress saved continuously, nothing lost on disconnect
Calm timer
Always visible, never alarming, no flashing or sounds
Clear progress
Respondents always know how much is left
If 40% of candidates who receive your link don't complete it, you've lost signal. Most dropout is friction, not self-selection.
Fits into your existing workflow
Assessments work best when embedded in your workflow rather than bolted on as an afterthought. The Assessing AI API (Pro plan) makes this straightforward.
Role approved in your ATS
Create the assessment and copy its link into the role
Candidate reaches assessment stage
Send them the assessment link from your usual template
Assessment completed
Webhook advances candidate if they pass threshold
Quiz posted in LMS
Embed link in any platform supporting URLs
Not ready for API? Copy a shareable link from the dashboard or upload a CSV of emails for automatic invites.
Every question type, built for real evaluation
Each question type tests something different. Here's how to use each one effectively.
Single Choice
One correct answer from several options
The classic radio button question. There is exactly one correct answer, and selecting it is worth the full point value for the question. Single choice works best for knowledge recall where the answer is unambiguous, policy definitions, factual questions, "which of these statements is correct" scenarios.
Use single choice when you want clear, fast grading with no subjectivity. The auto-grading is instant and 100% accurate for this type. The design challenge is writing distractors that are plausible enough to distinguish candidates who really know the material from those who are guessing.
Good for
Multiple Choice
Select all that apply
Multiple correct answers from a list. Respondents select all that apply. This type tests whether candidates know the complete picture, not just whether they can identify one correct answer when given a hint. It's harder to guess on, and more discriminating at the top end of the score distribution.
Scoring for multiple choice supports partial credit, you can award points for each correct selection and deduct for each incorrect selection, or only award full points when all correct answers are selected and no incorrect ones. Configure this per question based on how strict you want to be.
Good for
Written Answer
Free-text response, AI or manual grading
Free-form text input. You define the prompt and the points it is worth. When a respondent submits, the answer waits in the respondent view with a points box next to it, so you read it and award the score yourself.
Written answers reveal how candidates communicate, structure their thinking, and handle ambiguity. A 4-sentence written answer to a well-designed prompt tells you more about a candidate's judgment than 10 multiple choice questions. The tradeoff is grading time: written answers are scored by you in the results view, one click per answer, so plan for a minute per candidate on top of the questions that score themselves.
Good for
Recorded Answer
Audio or video response, played back in your results view
The most information-dense question type. Respondents record a spoken response (audio only or video) up to a time limit you set. The recording lands in your results view, on private storage, and you play it back and award points there, the same way you score a written answer.
Recorded answers are the closest you get to an asynchronous interview within an assessment. You hear how someone speaks, how they organize their thoughts under mild pressure, and whether they can articulate complex ideas clearly. For language assessments, they're indispensable. For any role requiring verbal communication (sales, customer success, teaching, management) they add signal that no written format can replicate.
Good for
Mistakes people make when they start using assessments
Most of these are easy to avoid once you know they exist.
Making the assessment too long
There's a natural tendency to put everything into an assessment. You want to evaluate five different competencies, so you add 10 questions per competency, and suddenly you have a 50-question, 60-minute assessment. Candidates start dropping off halfway through. By question 40, responses are rushed and scores are noisy.
Research on assessment fatigue shows a clear pattern: accuracy and engagement drop significantly after about 20 minutes. After 30 minutes, completion rates fall sharply. For pre-employment screening, aim for 15-25 minutes maximum. For classroom quizzes, 10-15 minutes. For compliance assessments, 20-30 minutes is acceptable because it's mandatory, but don't push it further.
If you genuinely need to evaluate multiple competencies, use the multi-test bundle feature to break them into separate tests. Candidates who pass the first test unlock the second. This way you're only spending time on the second test for candidates who cleared the first bar, and you can analyze scores per competency separately.
Using the same assessment for every candidate regardless of role level
A junior developer assessment used to screen senior candidates will show a ceiling effect, everyone passes easily and you get no discrimination between candidates at the senior level. A senior-level assessment used for juniors will fail nearly everyone and give you no signal about who among the junior pool has the most potential.
The fix is obvious but takes effort: create role-level-specific assessments. The AI generation feature makes this fast, you can generate a "Junior React Developer" assessment and a "Senior React Developer" assessment from the same job description with different difficulty settings in under 10 minutes combined. Maintain separate assessments for different levels rather than trying to build one-size-fits-all tests.
The same logic applies to different roles. A backend developer assessment and a frontend developer assessment should share some fundamentals (data structures, basic algorithms, version control) but have role-specific sections. Use the multi-test bundle feature to create a "shared core" test and a role-specific test, then combine them into one assessment session.
Setting the pass threshold before seeing the score distribution
The most common error in assessment design: you set a 70% pass threshold before any candidates have taken the test, based on intuition. Then 85% of candidates pass (the test was too easy) or only 5% pass (a question or two had unclear wording). Either way, your threshold has no predictive validity.
A better approach: for the first cohort, don't enforce the pass/fail threshold automatically. Let everyone through while you gather data. After your first 20-30 respondents, look at the score distribution. Where does the distribution cluster? Is there a natural break between strong and weak performers? That break is where your threshold should sit.
The analytics section of your results dashboard shows a score distribution chart. You can see exactly where the population splits. After calibrating on your first cohort, update the threshold and apply it going forward. Your assessment will keep getting more useful as you gather data about how scores correlate with actual outcomes.
Forgetting that respondents represent you
In a hiring context, every touchpoint with a candidate is a brand moment. An assessment that has typos, confusing instructions, or a broken mobile layout tells candidates something about how the company operates. A clean, focused, well-designed assessment experience sends the opposite signal.
Add your company logo. Write a clear introduction explaining what the assessment covers and how long it takes. Thank respondents at the end with a brief message about next steps. These small things have outsized impact on candidate experience and completion rate.
Custom branding is available from the Starter plan: your logo, your organisation name and your colour, and our own line at the foot of the page disappears. The assessment link still runs on our domain. Even during the demo you can write a personalized introduction message that frames the assessment professionally.
Your first real assessment, start to finish
Here's what actually happens when you sit down to build your first assessment on Assessing AI, from deciding what to measure to reviewing your first results.
Decide what you're measuring
10-15 minutes of thinking before you touch the platform
Before you build anything, write down three things: what the respondent needs to know or be able to do to succeed, what evidence would convince you they have that knowledge or skill, and what a passing score should represent. This sounds obvious but most people skip it and end up with an assessment that measures vague "general knowledge" rather than the specific competency they care about.
For a hiring assessment, the hiring manager should answer these questions, not the recruiter. The recruiter manages the process; the hiring manager knows what actually predicts success in the role. For a training assessment, the person who designed the training should define what mastery looks like. For a compliance assessment, the legal or compliance team defines the pass threshold.
A useful exercise: imagine your ideal candidate or employee answering the assessment. What should they score? What answers would impress you? Now imagine someone you'd definitely not hire. What would their answers look like? The gap between those two profiles tells you what your questions need to discriminate on.
Generate a draft with AI
2-3 minutes to get a working first draft
Enter your topic, select your question types and difficulty, and hit generate. You'll get 10-20 questions depending on your settings. The AI produces these in about 15 seconds. The quality is generally good for factual and technical questions, you'll find that about 70-80% of generated questions are usable with minor edits.
The remaining 20-30% will need more work, either the question is ambiguous, the difficulty isn't quite right, or the distractors aren't realistic enough. This is expected. Review every question before publishing. Delete what isn't useful, rewrite what's close, and add your own questions for anything the AI missed.
For written answer questions, the AI generates the prompt. Set the point value yourself and decide what a full-credit answer looks like before you send the assessment out, because you are the one marking those answers.
Preview before sending
Take it yourself, this step matters
Before you send the assessment to anyone, take it yourself. Not to check your own score, to experience it the way your respondents will. You'll catch questions that are confusingly worded, options that are clearly wrong even without subject expertise, time limits that are too tight or too generous, and instructions that assume context the respondent doesn't have.
If you're sending this to external candidates, also consider having one internal person take it who is roughly at the level you're hiring for. Their feedback on question clarity is more useful than your own, because you know the answers and they might trip over something a knowledgeable-but-not-expert person would struggle with.
The preview mode in the assessment editor shows the exact experience a respondent sees. You can take it in full as if you were a respondent, or step through question by question to review each one in context.
Send and wait for results
Your dashboard updates in real time
Publish the assessment and share the link. Copy it into your ATS, paste it into your email to students, add it to your onboarding checklist, the link works anywhere. As respondents complete the assessment, your results dashboard updates in real time. You don't need to refresh. The completion count ticks up, scores appear, and the ranking re-sorts automatically as each submission comes in.
Email notifications fire when someone completes the assessment, you can configure these in your team settings. By default, you get one notification per completion. If you're running a high-volume assessment, you can switch to daily digest mode so you're not getting pinged 80 times in a morning.
Single and multiple choice answers are scored the moment the respondent submits, so those totals are ready immediately. Written and recorded answers wait for you: they show up unscored in the results view, and the total fills in as you award points for them.
Act on the results
The data is only as useful as what you do with it
The results dashboard shows your ranked list of respondents with scores. Sort by score, filter by pass/fail status, or view by completion date. Click on any respondent to see their full answer breakdown, every question, their selected answer, the correct answer, and how many points they earned.
For hiring: set your shortlist threshold and export the top scorers' details for the next stage. Flag interesting candidates with notes. If you're comparing two candidates with similar scores, the side-by-side comparison view puts their answers to each question next to each other so you can see where they differed.
For education and training: look at the per-question accuracy chart. Any question where fewer than 40% of respondents answered correctly deserves attention, either it's a well-designed hard question revealing a genuine knowledge gap, or it's a poorly worded question that confused people for the wrong reasons. The question-level data helps you distinguish between these two cases.
Export the full dataset to CSV whenever you need it for reporting, ATS import, or records. The export includes all answer text for open questions, scores per question, and metadata like time taken and timestamps.
Works with the tools you already use
Assessing AI doesn't require you to replace your existing stack. It fits into your current workflow through a combination of shareable links, CSV exports, and API integration. Here's how it connects to the most common platforms.
Any ATS (Greenhouse, Lever, Workable, etc.)
Create an assessment for each stage in your hiring pipeline. Copy the shareable link and add it to your outreach email template or candidate stage message. Candidates click, take the assessment, and results appear in your Assessing AI dashboard. Results are ranked by score, so moving the ones who passed to the next stage is one pass down the list.
Google Classroom / Moodle / Canvas
Paste the assessment link into any course module, assignment, or announcement. Students click from within the LMS, take the assessment in Assessing AI, and submit. Results live in your Assessing AI dashboard. Export to CSV to import scores back into the LMS gradebook manually, or use the API for automatic sync.
Notion / Confluence / Slack
Drop assessment links into onboarding wikis, team handbooks, or Slack messages. New hires click the link from their onboarding document and complete compliance or role-specific assessments as part of their first-week checklist. Completion is tracked automatically.
Zapier / Make (Integromat)
Export every response to CSV and take it wherever your reporting lives: a Google Sheet, a BI dashboard, or an audit folder.
No installs. No plugins. Any device.
The assessment builder and dashboard work in any modern browser: Chrome, Firefox, Safari, Edge. The respondent-facing assessment interface is fully mobile-responsive. Candidates can take assessments on their phone, tablet, or desktop without any degradation in functionality.
The only exception is recorded answer questions, which require microphone or camera access through the browser. Respondents are prompted to grant this permission when they reach a recorded answer question. This works in all major browsers on desktop and iOS/Android. No app download is required.
For assessment creators, the builder interface is optimized for desktop use, creating and arranging questions works best on a larger screen. Results review works well on both desktop and tablet. Mobile review is supported but the candidate comparison view is desktop-only.
Chrome
Full support, all features
Firefox
Full support, all features
Safari
Full support, iOS and macOS
Edge
Full support, Chromium-based
Mobile Chrome
Full respondent experience
Mobile Safari
Full respondent experience
Build your first assessment in 4 minutes
No credit card, no setup call, no sales process. Use the demo above or go straight to the dashboard and start building. Your first assessment is one click away.
Use Assessing AI for hiring, education, and training evaluations. Pre-employment screening, classroom quizzes, compliance assessments, skills gap analysis, certification exams, vendor evaluations, one platform that handles all of it cleanly. No credit card required to get started today.