A shortlist your client can review—not another score dump.

This ungated example shows the decision-first report direction for recruitment agencies: explain why each candidate is shortlisted, what the evidence supports, what remains unverified, and what the client should do next.

Illustrative sampleFictional candidates · Not customer data

CandidatesAssessmentShortlist brief

Client role

Customer Success Manager

Prepared for client review · Sample version 1

Decision summary

Three candidates completed the same role-relevant battery. Candidate 01 shows the strongest overall evidence across problem solving, customer judgment, and communication. Candidate 02 remains a credible alternative with a different strength profile. The interview should verify the tensions shown below before a final decision.

Decision requestedSelect candidates for structured interview

Assessment evidence supports the shortlist; it does not make the hiring decision.

Shortlist comparison

Illustrative overall scores on the same sample role battery.

  1. 01
    Candidate 01

    Balanced evidence with the clearest problem-solving and customer-judgment signal.

    84
  2. 02
    Candidate 02

    Strong communication evidence; verify consistency when priorities compete.

    78
  3. 03
    Candidate 03

    Useful service orientation; more evidence is needed on analytical prioritisation.

    71
Recommended first interview

Candidate 01

84 / 100

Why shortlisted

Evidence is consistently strong across the role’s three core requirements, with no single result driving the recommendation.

Strength to explore

Turns ambiguous customer situations into a clear sequence of priorities and actions.

Area to verify

Written communication was sound but less distinctive than the problem-solving evidence.

Interview probe

“Tell us about a customer issue where the technically correct answer was not the best practical response. What did you do?”

Evidence trace

A client should be able to see how each statement connects to an assessment result and what still needs human verification.

  1. Assessment findingCustomer judgment

    Prioritised customer impact while preserving process requirements.

  2. InterpretationLikely strength

    Can balance service, risk, and operational constraints.

  3. Interview verificationAsk for evidence

    Probe a real example, decision trade-off, and measurable outcome.

Important: This page is an illustrative report design using fictional candidates and sample scores. It is not a validation study, customer report, or claim that a score predicts job performance by itself.

How to interpret assessment evidence

Build evidence around a real role.

Share the first client brief and we will help map the role requirements to a focused assessment approach.

Start Assessing

Create an agency account with your work email or Google, then set up the first role.