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Test Real Skills Before You Waste Interview Time

Stop relying on resumes alone. Send candidates actual tasks—coding challenges, written exercises, technical questions. See who can truly do the work before scheduling any interviews.
See How It Works

The Skills Verification Problem You Face Daily

Your Current Reality

  • Resumes claim skills candidates don't actually have in practice
  • Wasting final interview time discovering people can't do the work
  • No objective way to compare technical abilities across candidates
  • Giving everyone the benefit of doubt, then regretting hiring decisions
  • Technical interviews reveal gaps too late in your process

With StaffJet AI

  • Send coding tasks, written exercises, or technical questions automatically
  • Candidates complete assessments on their time, you review results anytime
  • See exactly who passed and who struggled with clear results
  • Compare every candidate's performance on identical tasks side-by-side
  • Filter out unqualified candidates before investing interview time with them

Three Simple Steps to Skill Verification

Create or Auto-Generate Assessment Tests

Build custom assessments for your role, or let AI generate them automatically based on job requirements. Choose from coding challenges, multiple choice questions, written responses, or aptitude tests.

Candidates Complete Tasks on Time

Qualified candidates from video screening receive assessment links. They complete coding challenges, answer technical questions, or solve problems—all on their own schedule without coordinating with your team.

Review Scores and Compare Results

See who passed and who failed instantly. Compare results across all candidates. Watch only top performers move forward to final interviews.

Real Results From Day One Onward

These aren’t just numbers, they’re hours back in your team’s day, budget freed for growth, and positions filled before competitors finish screening.

2-3x

Faster time to quality hire

30-40%

Lower cost per hire

20-30 hrs

Saved per open role hiring

24 hrs

From job post to shortlist

What You Can Test and Measure

Coding Challenge Assessments

Test programming skills with real coding challenges. Candidates write actual code, solve algorithms, or debug problems. Evaluate correctness and approach to solutions immediately.

Multiple Choice Questions

Create technical knowledge tests with multiple choice formats. Instant scoring provides immediate results. Perfect for testing theoretical understanding and domain knowledge.

Written Response Evaluation

Ask open-ended questions requiring detailed written answers. Evaluate communication skills, problem-solving approaches, and depth of knowledge candidates demonstrate in their explanations.

Aptitude Challenge Tests

Measure logical reasoning, analytical thinking, and problem-solving ability. Use aptitude tests to evaluate how candidates approach unfamiliar challenges systematically.

Automatic Test Generation

Let AI create assessments automatically based on job requirements. Or build custom tests manually for specific roles. Switch between approaches as needed per position.

Objective Results Dashboard

Compare candidates objectively using identical criteria. See who passed technical requirements clearly. No guesswork about who actually has the skills needed.

Stop Wasting Time With Manual Resume Screening

Criterion Resume-Based Hiring StaffJet Skills Testing
Skill verification Trust resume claims check Test actual abilities
When skills checked During final interviews check Before interview invites
Test consistency Different questions each time check Identical tasks always
Scoring method Subjective interviewer judgment check Objective clear results
Time investment Interview everyone to test check Test first, interview top performers
Comparison fairness Different tasks, different days check Same test, same criteria
Technical depth Limited by interview time check Comprehensive skill coverage
Setup effort Create questions every role check Auto-generate or reuse templates
Book Demo to See Live Comparison

Loved by HR Teams, Trusted by Companies

It requires excellent cooperation between multiple departments of the business. And it’s important that everyone involved in a B2B marketing program understand how the system is working

Start With One Role, See Results Immediately

No long commitment required. Set up your first role in minutes & see how fast quality candidates appear in your shortlist within 24 hours.

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Common Questions Answered

What types of assessments can we create?
You can create coding challenges, multiple choice questions, written response exercises, or aptitude tests. Choose the format that matches what you need to verify. Technical roles get coding tasks, writing roles get written exercises, analytical roles get aptitude challenges. Mix and match different question types in one assessment.
Yes. Provide the job description and AI creates appropriate assessments automatically. It selects relevant technical questions, coding challenges, or written exercises based on role requirements. You can also build custom tests manually or modify auto-generated ones. Use whichever approach works for each specific role.
Multiple choice questions provide instant results showing correct and incorrect answers. Coding challenges can be evaluated for correctness and approach. Written responses and aptitude tests show clear performance indicators. You see results immediately after candidates submit, making it easy to identify top performers and compare everyone’s performance.
Use timed assessments to prevent extensive research. Include practical tasks that require actual skill demonstration, not memorization. For critical roles, verify assessment performance during live interviews with similar questions. Most cheating becomes obvious when candidates can’t explain their assessment work during follow-up conversations.
Set time limits based on complexity. Simple technical tests might be 20-30 minutes. Comprehensive coding challenges could be 60-90 minutes. Don’t make assessments unreasonably long or you’ll lose qualified candidates. Test only what’s truly essential to verify they can do the actual work.
Yes. Save assessment templates and reuse them for similar positions. Create a backend developer assessment once, use it for all backend roles. Modify questions as needed for specific requirements. Build a library of proven assessments over time instead of creating new ones repeatedly.
You decide what feedback candidates receive. Show them scores, correct answers, or performance summaries—or keep results internal. Most companies share basic pass/fail status while keeping detailed scoring private. Configure feedback settings per assessment based on your hiring process and transparency preferences.