AI Role-Play Assessments
Put candidates inside the situations the job is made of. Kaaira plays the customer, buyer, or stakeholder in a live voice conversation — in English or Hindi — and candidates are scored on how they actually handle it.
Key Features
A Counterpart That Pushes Back
Kaaira plays the other side of the conversation — an unhappy customer, a demanding stakeholder, a hesitant buyer. She raises objections, stays in character, and never coaches, so you see how a candidate actually handles pressure.
Scenarios Built From Your Role
Each scenario is generated from the role's description, its competency framework, and your company context — then you can steer or regenerate it until it matches the situations your team faces every day.
Scored on Demonstrated Behaviour
Role-plays are scored on what the candidate does in the moment — engaging objections on substance, holding their position without turning combative, working toward a resolution — not on recited textbook answers.
Honest Competency Coverage
A scenario declares which competencies it can actually exercise. Those are scored 0–100 with evidence from the exchange; the rest are marked Not Assessed instead of being quietly zero-filled.
English & Hindi, Day One
Run the same role-play in English or Hindi — the scenario brief and Kaaira's persona both switch language, so you can assess candidates in the language they will actually sell and serve in.
Advisory by Design
A role-play score informs your decision alongside other assessment sections — it never auto-rejects a candidate on its own. You always see the transcript and the evidence behind every score.
From role description to a live scenario in three steps
You describe the role. Kaairo builds the situation.
Generate the Scenario
Switch an interview section to role-play mode and Kaairo drafts a scenario from the role's description, its competency framework, and your company context. Steer it with a sentence, regenerate it, and choose which competencies it should be scored against.
Candidates Step In
Candidates read a short situation brief, then the conversation begins. Kaaira opens in character and stays there — pushing back, raising objections, and reacting to what the candidate says, then steering to a realistic close. No two-hour scheduling dance; it runs whenever the candidate is ready.
Review the Evidence
The full exchange is scored against the competencies the scenario targets, with evidence quoted from the conversation. Results sit alongside the candidate's other sections for a complete picture.
The résumé can't tell you how someone handles an angry customer
For frontline and customer-facing roles — field sales, support, telecalling, retail, relationship management — the core skill is a live conversation with a person who is not on your side yet. Résumés don't measure that. Even structured interviews only capture how well a candidate describes past conversations, which rewards storytelling as much as skill.
A role-play removes the retelling. The candidate is in the conversation: the customer is unhappy now, the buyer is comparing you to a cheaper competitor now. What you see is composure, listening, objection handling, and whether they can move the situation toward a resolution without either caving or turning combative — the exact behaviours the job will demand in week one.
Because scenarios are generated from your role and company context, a sales role-play for a dealership is a walk-in buyer, and a support role-play for a fintech is a worried account holder — not a generic script. And because it runs in English or Hindi, you can assess candidates in the language your customers actually speak. Pair it with AI voice interviews when you want structured Q&A alongside the live scenario.
See what assessors receive
Every completed assessment generates a detailed report with per-test scores, competency analysis, and the evidence behind each rating. View a sample report
Frequently asked questions
How is a role-play different from an AI voice interview?
An AI voice interview asks candidates about their past — structured questions, follow-ups, and competency scoring from their answers. A role-play puts them inside a situation in the present: Kaaira plays a customer or stakeholder, and the candidate has to handle the conversation live. Interviews measure what candidates say they have done; role-plays show what they actually do under realistic pressure.
What kinds of scenarios can I run?
Any situation the role faces in real life: an irate customer demanding a refund, a walk-in buyer comparing you to a competitor, a vendor pushing back on terms, an internal stakeholder resisting a change. Scenarios are generated from your role description and company context, and you can edit, steer, or regenerate them before publishing.
Which roles is this best suited for?
Roles where handling a live conversation IS the job: field sales and inside sales, customer support and service, telecalling, relationship management, retail, and frontline team leads. It also works for stakeholder-heavy roles like account management and consulting, where objection handling and composure matter more than rehearsed answers.
How does scoring stay fair in a role-play?
Scoring uses a rubric built specifically for live role-plays: it credits engaging with objections, adapting, and securing a realistic resolution, and it explicitly does not reward a conceding counterpart or penalise a difficult one. Only the competencies the scenario can genuinely exercise are scored; everything else is marked Not Assessed. Every score comes with evidence quoted from the exchange.
Does a role-play score reject candidates automatically?
No. Role-play scores are advisory by design — they inform your decision alongside other assessment sections, and automatic rejection rules deliberately skip them. Hiring teams see the full transcript, per-competency scores, and the reasoning behind each one.
See how your candidates handle the real thing
Interviews tell you what candidates remember. Role-plays show you what they do when a difficult customer is on the line.
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