FAQ
Frequently asked questions
Straight answers about work-sample assessment, how we use AI, integrity controls, data privacy, and getting started.
Product & approach
- What is SkillCort?
- SkillCort is an assessment platform built around work samples: candidates complete realistic tasks from the actual role, evaluators score them against shared rubrics, and the evidence flows into a Decision Board where your team compares candidates and records a defensible decision. It is a decision operating system, not a question bank with a score at the end.
- How is this different from a typical online test platform?
- Most platforms stop at a score. SkillCort is organized around the decision: role blueprints define what to measure, work-sample tasks produce real evidence, rubric scoring makes judgment comparable, and every decision carries an audit trail — who scored what, when, and why. The score is the start of the story, not the end of it.
- What is a work-sample assessment?
- A short, realistic slice of the job: answering a support ticket, prioritizing an inbox, handling a sales objection in writing, working a small coding task. Decades of selection research point to demonstrated work as one of the strongest predictors of job performance — much stronger than resumes or unstructured interviews.
- Which roles does SkillCort work best for?
- Any role whose work can be sampled. Teams most often start with customer support, inside sales, and other high-volume frontline roles, then expand to analysts, developers, graduate programs, and internal mobility. There are solution pages for each major use case.
- Do you have ready-made tests?
- SkillCort ships role blueprints and a reusable skill & task bank, and its AI copilot can draft role-specific tasks and rubrics in minutes — which you review and refine. We deliberately favor tasks tailored to your role over generic off-the-shelf tests, because generic tests measure generic skill.
AI & evaluation
- Does AI decide who gets hired?
- No — and this is a hard product principle, not a preference. AI drafts, summarizes, and suggests; a named person confirms or overrides every score, and every decision belongs to a human. "The AI rejected you" is a sentence we have designed the product to make impossible.
- What does AI actually do in SkillCort?
- Three things: it helps authors draft tasks, questions, and rubrics; it summarizes long responses and interview transcripts and points to the evidence behind them; and it proposes criterion-level scores an evaluator explicitly confirms or overrides. Every assisted output is logged with the model and version that produced it.
- What is the voice AI interview?
- An asynchronous, turn-based interview: the candidate speaks, a transcript is stored as reviewable evidence, and an adaptive follow-up question is asked back. The interviewer is always disclosed as an AI persona — it never pretends to be a person — and a typing fallback is always available, so no microphone is required.
- Is AI use auditable?
- Yes. Model and version provenance is recorded for every AI-assisted output, and the audit pack shows exactly where AI assisted and where a human decided. If an assisted suggestion was overridden, that is visible too.
Integrity & candidate experience
- What anti-cheating options are available?
- Controls are configurable per delivery and scale with the stakes: attempt limits, question shuffling with parallel forms, tab-switch and copy/paste signals, second-screen detection, fullscreen lockdown with configurable violation limits, webcam and screen recording, and ID checks for high-stakes exams. We recommend the lightest set that fits the decision.
- Will a candidate be rejected automatically if a flag fires?
- No. Integrity signals land on a reviewable timeline as context for a human — a tab switch might be a dictionary lookup or a crying baby. Even configured hard caps (like lockdown violation limits) only close the attempt and record an audit event; a person still reviews the attempt and makes the call.
- What do candidates see and consent to?
- Before starting, every candidate passes a consent and preflight gate that states exactly what is monitored and checks their setup. Monitoring is never silent. Instructions, timers, and progress are visible throughout, and candidates work in a modern, distraction-free exam view.
- How do you keep the process fair and accessible?
- Every candidate gets the same task under the same conditions, scored against the same rubric — that is the core fairness mechanism. Assessments run in the browser with no special hardware required by default, voice tasks always offer a typing fallback, and integrity controls are kept proportional so the process respects candidates.
Data & security
- How does SkillCort handle privacy (GDPR / KVKK)?
- Candidate data is collected for a stated assessment purpose, access is role-based and least-privilege, data is encrypted in transit and at rest, and workspaces control monitoring-data retention, with deletion support on request for other records. Our processing is designed with privacy-by-design controls informed by GDPR and KVKK principles; the security & compliance page covers the details.
- Do you share candidate data or scores across clients?
- Never. There is no cross-client candidate memory, no shared reputation score, and no hidden ranking that follows a candidate between employers. Each workspace's data is its own. This is a founding principle of the product.
- Who can see assessment results?
- Access is role-based: owners, admins, recruiters, and evaluators see what their role requires, and report access is scoped accordingly. Every score in the record is attributed to a named evaluator with a timestamp.
- Can we integrate SkillCort with our ATS?
- Today, reports export as PDF, CSV, and Excel for a clean handoff into any system, plus a machine-readable audit pack. Native ATS integrations are on the roadmap; if a specific integration matters for your rollout, tell us during the demo and we will be straight about timing.
Plans & getting started
- How does pricing work?
- Plans combine a platform subscription with candidate credits, sized by role families and volume — from a fixed-scope pilot to enterprise agreements with negotiated terms; SSO is on the enterprise roadmap. Details and current tiers are on the pricing page.
- What does a pilot look like?
- A guided six-to-eight-week engagement on one or two real roles with your actual candidates. We help design the blueprint, tasks, and rubrics, and you judge the results on your own success metrics — shortlist quality, evaluator time saved, and candidate completion. If you continue to an annual plan, a portion of the pilot fee is credited.
- Can consultancies and agencies white-label SkillCort?
- Yes. Assessment centers, HR consultancies, and agencies run client engagements with their own branding on candidate-facing surfaces and reports, reusable blueprints across engagements, and strict per-client data separation.
- How do we start?
- Book a demo — bring a role you are hiring for and we will walk through blueprint, tasks, rubrics, and the Decision Board on your use case. If it fits, the pilot starts from there.
Still have questions?
Ask us on a live demo
Bring a role and your hardest questions — we will walk through the product on your use case and answer them directly.