AI-Powered Assessments Platform
Create, share, and auto-grade quizzes and assessments in minutes. Multiple choice, written answers, recorded responses — one platform for hiring managers, teachers, and teams.
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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. Weight critical sections more heavily. Define pass/fail thresholds. The scoring engine handles the math automatically.
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. Typed answers are scored by AI against your rubric. Recorded answers are transcribed and analyzed. You get a ranked list of respondents with scores as they trickle 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.
For short-answer and essay questions, the AI grading tool scores responses against a rubric you define. It's not infallible — you'll still review edge cases — but it cuts the manual review pile by 70%. Students also get faster feedback, which research consistently shows improves learning outcomes.
Example: Classroom quiz
Weekly Quiz — WW2 History
8 single choice questions + 1 short essay. Auto-grades multiple choice. AI scores essay against provided rubric.
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. Failed employees are flagged and can be sent back through automatically. 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: proctoring to prevent cheating, question randomization so different candidates see different questions, time limits that can't be extended, and verifiable completion records that hold up to scrutiny.
Assessing AI's Pro plan includes the anti-cheating suite: tab-switch detection, copy-paste blocking, and periodic webcam snapshots. Questions are randomized from a pool you define, so no two exams are identical. Time limits are enforced server-side — candidates can't simply pause the timer by switching tabs.
Completion certificates are generated automatically when a candidate passes. They include the candidate's name, score, date, and a verification code that can be validated on your website. Organizations use this for internal certification programs, industry association exams, and vendor qualification tests.
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 stored securely on S3, transcribed automatically using Whisper, and then scored by AI against a rubric you define.
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. But no controls at all is naive. Assessing AI sits in a sensible middle ground: tab-switch detection logs when candidates leave the assessment window, copy-paste blocking prevents trivial googling, and question randomization from a pool means no two respondents see the exact same exam.
For high-stakes certifications, optional webcam snapshots at randomized intervals add a light identity layer without the friction of dedicated proctoring software.
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.
API access for ATS and LMS integration
If you're running hundreds of assessments a month, you don't want to manually push results into your ATS or LMS. The Assessing AI API lets you create assessments programmatically, trigger assessment invites when a candidate reaches a certain stage, and pull results back into your system of record automatically.
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.
Why Assessing AI instead of the alternatives?
Honestly, the alternatives have real strengths — but they also have specific limitations. Here's how they stack up.
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 $142/month with a credit-based model that gets expensive fast. 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 scoring rubrics, no weighted questions, no pass/fail thresholds. 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.
| Feature | Assessing AI | TestGorilla | Typeform | HackerRank | Google Forms |
|---|---|---|---|---|---|
| Custom question creation | Limited | Dev only | |||
| AI question generation | |||||
| Recorded answer type | |||||
| Auto-grading | MC only | ||||
| Multi-test bundles | |||||
| Conditional logic | |||||
| Candidate comparison | |||||
| Education use case | Basic | ||||
| Starting price | $49/mo | $142/mo | $29/mo | $165/mo | Free |
Questions we get all the time
Straightforward answers, no marketing fluff.
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. Our system sends this to GPT-4o with specific instructions to generate questions of your chosen types (single choice, multiple choice, written answer) at your chosen difficulty level. The AI returns complete question objects including the question stem, all answer options, the correct answer, and an explanation of why it's correct. You review and edit before publishing — we never auto-publish AI-generated content without your review step. Question generation is available on the Plus plan and above.
Recorded answers are uploaded to Amazon S3 with server-side encryption. Files are stored in a private bucket — they are never publicly accessible. Access requires a time-limited signed URL generated per-request by our backend. Only users with access to your team workspace can view recordings. Transcription happens automatically via OpenAI's Whisper API shortly after upload. The transcript is stored alongside the recording and is what the AI grading tool uses when scoring against your rubric. You can delete recordings at any time from the respondent detail view, and deletion is permanent.
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. Many of our customers start with hiring and then expand to use it for training evaluation once they realize the workflow is the same.
When you create a written answer question, you define a scoring rubric — essentially a description of what a good answer looks like and what point values to award for different quality levels. When a respondent submits their answer, our system sends the answer text and your rubric to GPT-4o, which scores the response and returns a score with a brief justification. The AI score appears as a draft in your results dashboard. You can accept it, override it, or leave a note explaining your decision. We surface the AI score as a starting point, not a final verdict — for high-stakes assessments, human review of AI-graded answers is strongly recommended.
The free tier (after signing up) gives you 3 active assessments with up to 10 questions each, supports single choice, multiple choice, and text answer types, and allows 25 responses per assessment. It's enough to run a real pilot and see if the platform works for your use case. The Starter plan at $49/month (or $24/month billed yearly) removes the question limit, allows 15 active assessments, 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 (your logo and colors on the respondent-facing assessment page) is available from the Starter plan. Full white-labeling — where the assessment runs on your own custom domain like assessments.yourcompany.com and there is no mention of Assessing AI anywhere — is available on the Pro plan. This matters for larger organizations where the candidate experience needs to match the employer brand, and for HR consultants who are delivering assessment services under their own agency name.
Yes, API access is available on the Pro plan. The API is REST-based with JSON. You can create assessments programmatically, generate shareable links to embed in your ATS candidate workflow, retrieve results for specific respondents, and receive webhook events when assessments are completed. Common integrations include Greenhouse, Lever, and Workable — where an assessment invite fires automatically when a candidate reaches the "assessment" stage. If you're on Enterprise, we can discuss dedicated integration support.
We deliberately avoid the most invasive proctoring approaches — no browser lockdown software to install, no continuous eye-tracking, no keystroke logging. What we do include (on the Pro plan): tab-switch detection that logs every time a candidate navigates away from the assessment window, copy-paste blocking that prevents candidates from copying questions or pasting in answers, question randomization so each respondent sees questions in a different order from a larger pool, and optional periodic webcam snapshots (with candidate consent notice) for identity verification. The event log for each respondent shows tab switches with timestamps so you can judge context — someone who switched away once for two seconds is different from someone who was away for eight minutes.
We autosave progress continuously. If a candidate's connection drops, their answers up to that point are preserved server-side. When they reconnect and reload the assessment URL, they pick up where they left off. The only exception is timed assessments — the timer keeps running on the server even if the client disconnects, so candidates can't game time limits by disconnecting. If a connection failure happens and you want to grant a candidate extra time, you can manually extend their time limit from the results dashboard before they reconnect.
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. The free tier after signup gives you 3 real assessments with 25 responses each. That should be enough for one hiring round, a classroom quiz, or a small training cohort. If it doesn't solve your problem in that trial period, you shouldn't pay for it. No credit card needed to start.
What people actually say
"We used to review 180+ resumes per engineering role and still spend 40 hours on phone screens just to find 3 people worth interviewing. After switching to Assessing AI for technical screening, we send a 20-minute assessment to everyone and only talk to candidates who score above 75%. Our time-to-hire dropped from 11 weeks to 6."
Przemek Walczak
Head of Engineering, Norevia Software
"I teach history to about 280 students across four classes. Weekly quiz grading was eating my Sunday evenings. Now I build the quiz in 10 minutes, students take it on their phones, and I have results and a per-question breakdown by Monday morning. The AI grading on short essays isn't perfect but it handles the obvious answers and flags the edge cases for me."
Isabelle Fontaine
History Lecturer, Université de Tours
"Running compliance rollouts for 200+ employees across three sites was a manual nightmare. Spreadsheets, emails, chasing managers. Assessing AI gave us one link per assessment, real-time completion tracking, and an audit log I can actually present to our ISO auditor. First rollout took 40% less admin time than the previous year."
Karima Benali
HR Operations Manager, Solartec Industries
"I run an IT consulting practice and evaluate vendors quarterly for our clients. Before Assessing AI, I was sending Word documents with 30 questions and manually collating responses into spreadsheets. Now every vendor gets the same assessment link, scores appear automatically, and I bring a ranked comparison table to the client meeting. It looks more professional and takes me half the time."
Bart de Vries
Managing Partner, Vries Advisory
"The recorded answer feature is what sold us. We're a language school and we need to hear how candidates speak, not just if they can identify the right grammar rule. Being able to include a 2-minute spoken response question alongside multiple choice in one assessment flow — and get a transcript automatically — changed how we screen."
Sofia Lindqvist
Academic Director, Northbridge Language Institute
"We issue safety certifications for 12 different job categories across our manufacturing plants. Before this, it was paper exams, manual grading, paper certificates in filing cabinets. Assessing AI handles the whole thing — exam delivery, grading, certificate generation, expiry tracking. We're fully digital now and our external auditors love it."
Tomasz Grzelak
EHS Training Coordinator, Ferrum Group
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 is stored in a MySQL database with read replicas for high-traffic events. When you send one link to 500 candidates for a certification exam, the platform handles the concurrent load without performance degradation. We autosave responses as candidates type, so no data is lost if they close a tab or lose connection.
Recorded answers are processed through a queue system. The recording is uploaded directly from the respondent's browser to S3. A background job picks up the file, sends it to Whisper for transcription, stores the transcript, and queues the AI grading job if a rubric is defined. This is all asynchronous — the respondent finishes the assessment without waiting for transcription.
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 completion certificates — the features a corporate training context demands, without the enterprise licensing headache.
Best feature: Custom domain + anti-cheat + completion certificates
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.
All data is encrypted at rest using AES-256 and in transit via TLS 1.3. Recorded answers are stored in a private S3 bucket — never publicly accessible. Access to recordings requires a time-limited signed URL that expires in 15 minutes. 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.
For enterprise customers with specific compliance requirements — SOC 2 audit trails, SAML/SSO, EU-only data residency — these are available on the Enterprise plan. Contact us to discuss your requirements before signing anything.
AES-256 encryption at rest
All stored data encrypted with industry-standard AES-256
TLS 1.3 in transit
All data transfer encrypted end-to-end
Private S3 storage for recordings
Recorded answers never publicly accessible, signed URL 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 active assessments
- 500 responses/month
- Recorded answers
- Custom branding
- CSV export
Plus
Growing teams and HR depts
- 50 active assessments
- 2,000 responses/month
- AI question generation
- Advanced analytics
- Team of 10
- Conditional logic
Pro
Large orgs and agencies
- Unlimited assessments
- Unlimited responses
- AI auto-grading
- Anti-cheat suite
- API access
- Custom domain
Enterprise
500+ employees, compliance needs
- SSO/SAML
- Dedicated account manager
- On-premise option
- Custom development
- SLA 99.9%
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: 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 assessment via API automatically
Candidate reaches assessment stage
Invite sent via webhook — no manual copy/paste
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 a rubric that describes what a good answer looks like. When a respondent submits, the AI grades the response against your rubric and produces a score with a short justification. You can override the AI score at any time.
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 — AI grading reduces this significantly but doesn't eliminate human review for high-stakes assessments.
Good for
Recorded Answer
Audio or video response, auto-transcribed
The most information-dense question type. Respondents record a spoken response — audio only or video — up to a time limit you set. The recording is auto-transcribed within 30 seconds of submission, and the transcript is what the AI grading system uses for scoring.
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. Full white-labeling with your own domain is available on Pro. Even on the free tier, you can write a personalized introduction message that frames the assessment professionally. The platform's default experience is clean — customize it further to match your brand.
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 a prompt and a sample rubric. The rubric is a starting point — you'll want to customize the point values and the criteria to match what you actually care about. Don't use a rubric you haven't read carefully, because the AI will grade to that rubric literally.
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.
For AI-graded written and recorded answers, there's a short processing delay — usually under two minutes. The response appears in your results dashboard as soon as the respondent submits, but the score shows as "pending" until the AI grading job completes. You can start reviewing other responses in the meantime.
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. On Pro, use webhooks to automatically advance candidates who pass.
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)
Connect Assessing AI webhooks to any tool via Zapier or Make. Common automations: add a row to a Google Sheet when an assessment is completed, send a Slack notification when a candidate passes a threshold, create a task in your project management tool when training is complete.
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.
Join 2,000+ teams already using 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.