Phased Assessment Pipelines
Structure hiring into multiple assessment phases. Screen fast with quick tests, then deep-dive with AI voice interviews and case studies — all tracked in one visual pipeline.
Key Features
Multi-Phase Pipeline Setup
Define sequential phases — screening, technical, behavioural, final — each with its own assessments and competency focus.
Candidate Intake & Screening
Collect a short application before any test is scored — work authorisation, minimum experience, notice period, location, required document uploads. Mark each requirement a hard gate (auto-reject) or a soft preference (flagged for review). Distinct from the score-based Screening round in Phase 1.
Phase-Specific Assessments
Assign different test types per phase. Use MCQs to screen quickly in Phase 1, then case studies and AI interviews for deeper evaluation in later phases.
Visual Pipeline Tracking
See all candidates across phases in a clear visual pipeline. Track who has completed, who is in progress, and who needs attention at each stage.
Advance Candidates Between Phases
Promote candidates from one phase to the next with a single click. Rejected candidates are filtered out — only qualified candidates move forward.
Decision Status at Each Phase
Mark candidates as Shortlisted, Rejected, or Undecided at every phase. Add notes and collaborate with your team before advancing.
Phase-Aware ATS Sync
Assessment results auto-push to your ATS at each phase transition. Zoho Recruit, BambooHR, Freshteam, Keka HR, CEIPAL, and Manatal supported.
Four phases from application to offer
Structure your hiring into clear stages. Each phase has its own assessments, thresholds, and decision workflow.
Score-Based Screening
Quick-filter with MCQs or short SJTs and auto-reject candidates below your score threshold. (Run an optional intake & screening form first to drop ineligible applicants on declared criteria — before they ever take a test.) Designed for high volumes — 500+ candidates narrowed in hours.
Technical Assessment
Deeper evaluation with case studies or domain-specific MCQs. Assess role-specific competencies with weighted scoring.
Behavioural & Interview
AI voice interviews combined with SJTs for leadership, communication, and emotional intelligence. Full competency scoring with proctoring.
Final Decision
Compare shortlisted candidates side-by-side with radar charts. Collaborate with your team — add notes, mark decisions, advance to offer.
Pipelines built for real hiring scenarios
Campus Hiring
Screen 1,000+ graduates with a 15-minute MCQ phase. Advance top 200 to case studies. Final 50 get AI voice interviews. Complete in days, not weeks.
Engineering Hiring
Phase 1: Technical MCQ. Phase 2: Case study for architecture decisions. Phase 3: AI voice interview for communication and leadership fit.
BPO / Volume Screening
Phase 1: SJT for customer orientation and decision-making. Phase 2: AI voice interview for communication skills. Process 2,000+ candidates per role with consistent scoring.
Frequently asked questions
How many phases can a pipeline have?
You can create pipelines with 2 to 4 phases. Each phase can include different assessment types, competency targets, and pass thresholds.
Can I use different test types in each phase?
Yes. Each phase supports any combination of assessment types — MCQ, SJT, Case Study, and AI Voice Interview. Assign different tests and weights per phase to match the evaluation depth required at each stage.
What's the difference between candidate intake screening and the Screening phase?
The intake & screening form runs before any assessment and filters on declared facts — work authorisation, minimum years of experience, notice period, location, or required document uploads. Requirements you mark as hard gates auto-reject; soft preferences are flagged but don't block. The score-based Screening phase instead filters on actual test performance using MCQ or SJT scores against a threshold. Use intake screening to avoid scoring applicants who were never eligible, then use Screening to rank the rest.
How do candidates move between phases?
Candidates are advanced manually by the hiring team. After reviewing results for a phase, mark candidates as Shortlisted, Rejected, or Undecided. Shortlisted candidates can be batch-advanced to the next phase with one click.
Do results push to our ATS at each phase?
Yes. If you have an ATS integration (Zoho Recruit, BambooHR, Freshteam, Keka HR, CEIPAL, or Manatal), assessment results auto-sync at each phase transition. Your ATS stays updated as candidates progress through the pipeline.
Can I skip phases for internal referrals?
Yes. You can advance candidates directly to any phase in the pipeline. Internal referrals or executive candidates can skip early screening and enter at the appropriate evaluation stage.
Ready to structure your hiring pipeline?
Define phases, assign assessments, and advance the right candidates — all in one visual pipeline.
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