Hire on proven ability, not resumes
How to Assess Candidate Skills in 3 Steps
Resumes tell you what someone claims. SkillJudge shows you what they can actually do. Send a role-specific assessment, let AI score the real work against a transparent rubric, and get back a candidate scorecard: an overall grade, per-skill sub-scores on a red to amber to green scale, evidence-linked rationale, and a ranked shortlist. Here is exactly how to assess candidate skills, from sending the test to deciding who moves forward.
Engineering, data, sales, support and product roles. AI scores, you decide. Prices in USD.
Assessment brief
Candidate submission
evidence ·
Ranked shortlist
Pick a role, watch SkillJudge score real work against the rubric and build the candidate scorecard.
The assessment loop
Assess candidate skills in three steps
No trick puzzles and no gut-feel screening. You send a role-specific assessment, the AI scores the real work against a rubric, and you get a ranked, explainable shortlist. That is the whole loop.
01 / SEND
Send the assessment
Pick a role from the library, engineering, data, sales, support or product, and send each candidate a coding challenge, role task or structured interview. One link, nothing for them to install.
02 / SCORE
AI scores against a rubric
SkillJudge scores the real work against a transparent rubric. Every skill gets a sub-score on a red to amber to green scale, with evidence-linked rationale that shows exactly why.
03 / SHORTLIST
Get a ranked, explainable shortlist
Each candidate returns an overall grade and a per-skill scorecard, and your pool sorts into a ranked shortlist. The AI scores, you decide who advances.
Want the full feature list? See the technical assessment tools behind the scorecard.
Step one, send
Send a real assessment for the role
You do not write the test from scratch. Pick a role from the core library and SkillJudge sends a challenge that mirrors the actual work, so you measure proven ability instead of interview polish.
- Role library for engineering, data, sales, support and product
- Coding challenges, role-specific tasks and structured interviews
- One link per candidate, nothing to install
- Same rubric for every applicant, so the bar is consistent
- Custom rubrics on higher plans for your exact role
Step two, the rubric that does the grading
A transparent rubric, scored the same way every time
This is the wedge. Instead of a single pass-fail number, SkillJudge scores each skill against a published rubric and links every score to the evidence in the candidate's work. You see why, not just what.
Per-skill sub-scores
Each skill is rated on a red to amber to green scale, so strengths and gaps are visible at a glance instead of hidden behind one overall number.
See itEvidence-linked rationale
Every sub-score points to the moment in the work that earned it, so the grade is explainable to your hiring panel and defensible later.
See itConsistent for everyone
The same rubric runs for every applicant, so the bar does not drift between candidates, interviewers or days of the week.
See itStep three, the shortlist
An overall grade, then a ranked shortlist
Assessing skills only helps if it speeds up your decision. SkillJudge returns an overall grade and a per-skill scorecard for each candidate, then ranks your whole pool so the strongest people rise to the top.
- An overall grade and per-skill sub-scores for every candidate
- Evidence-linked rationale you can share with your panel
- A ranked shortlist so the strongest people surface first
- You always make the final call, the AI only scores
- Override or re-rank when context matters more than the rubric
What changes when you score ability
A shortlist built on proof, not guesswork
When real work is scored against a rubric, screening stops being a resume lottery and becomes a fast, fair, evidence-backed decision.
A scorecard per candidate
Every applicant returns an overall grade and per-skill sub-scores on a red to amber to green scale.
Hours back per role
What used to be take-home reviews and panel debates becomes reading a ranked, explainable shortlist.
Evidence you can defend
Each score links to the work that earned it, so hiring decisions hold up to your panel and to scrutiny.
Fairer screening
The same rubric runs for everyone, so the bar stays consistent across candidates and interviewers.
Figures are typical outcomes for teams hiring with SkillJudge, not guarantees.
A few quick answers
Before you put screening on a scorecard
Hire on proven ability, not resumes
Send a role-specific assessment, let AI score real work against a transparent rubric, and get a ranked, explainable scorecard. The AI scores, you decide.
Assessment out · rubric scored · ranked shortlist back