Industry
Proctored assessments for recruiting
Use a proctored competence test as the first recruiting step — filter applicants on real ability, then interview the strongest in later rounds.
Book a demoWhy proctor a first-round test at all
An unproctored take-home test measures how well a candidate can produce an answer with unlimited time, search, and possibly someone else's help — which is a different thing from the skill the role actually needs. Proctoring the first round turns the test back into a measurement of the candidate alone, so the shortlist that comes out of it reflects real ability rather than who had the best resources during the test.
That matters most at the top of the funnel, where a recruiter is scoring far more candidates than they'll ever interview and can't sanity-check each result by hand. A proctored first-round score can be trusted to actually filter, which is what makes it worth doing before the more expensive step of a live interview — not because the exam is high-stakes for the candidate the way a certification is, but because the decision built on top of it doesn't scale if the underlying score can't be trusted.
Why proctor the first step
Filter on competence
Rank applicants by ability, not claims.
Scale screening
AI proctoring handles high applicant volume.
Fair and comparable
Same conditions for every candidate.
FAQ
Is AI proctoring enough for screening?
For first-round screening, yes — AI proctoring scales to high volume at lower cost.