Candidate access should never be an afterthought.
Assessment evidence is only useful when candidates can participate fairly. This baseline explains the current support route, recruiter responsibilities, and the accessibility controls still being developed.
Current support baseline
The candidate workflow is publicly described as mobile-friendly. Where a candidate needs an adjustment, the recruiter should pause the assessment and contact us before relying on the result.
- Ask earlyInclude a clear accommodation route before the candidate starts.
- Protect privacyRequest only the information needed to arrange the adjustment—not unnecessary medical detail.
- Keep criteria consistentAdjust access conditions without changing the job-relevant construct being assessed.
- Document the contextRecord material conditions so reviewers do not over-interpret scores.
Request an accommodation
Contact the recruiter named in the invitation or email CandidatesAssessment before beginning. Explain the access barrier and the adjustment needed. You do not need to send a diagnosis to use the initial support route.
Include the assessment name, invitation email, preferred contact method, and timing constraint. Do not include sensitive documents unless specifically requested through an approved secure route.
Controls required for a stronger standard
These items remain implementation and audit work. Listing them does not mean they are already available.
Plan access before the invitation.
Share any known candidate-access or client-compliance requirements when you describe the role and assessment workflow.
Create an agency account with your work email or Google, then set up the first role.