One intake, several tracks, one defensible bar
Graduate and management trainee programmes hire for potential, not experience — so the CV tells you almost nothing. Assess how candidates actually think and decide, across every track in the programme, on evidence your panel can point at.
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Built for the way trainee programmes actually run
One framework, every track
A trainee intake rarely hires for one job. Define the competencies the programme is really selecting for — judgement, analysis, communication, ownership — once, then run them across finance, engineering, supply chain, commercial or customer tracks so the tracks stay comparable.
Assessment content written for your programme
Case studies and scenarios are generated against your own company context and each track's brief, not pulled from a shared bank every other employer is using. Two intakes in a row do not sit the same paper.
Evidence where a CV has none
Graduates have no track record to read. A case study shows how someone frames an unfamiliar problem; a situational judgement test shows what they would actually do; an AI interview shows how they reason out loud under a follow-up question.
Structured, identical, repeatable
Every applicant meets the same brief, the same scenario and the same scoring rubric, whether they are candidate 12 or candidate 1,200 — and whether they are seen in the first week of the intake or the last.
Compare across tracks, not just within them
Because every track scores against the same competency model, you can see how an engineering applicant and a supply chain applicant compare on judgement, and reallocate a strong candidate to the track that suits them.
A record you can hand to a panel
Each candidate produces a scored report showing what was asked, what they answered and how it scored against each competency — the thing a selection panel, a hiring committee or an audit actually asks to see.
The problem is not volume. It is that everyone looks the same on paper.
A trainee intake is the one hiring problem where screening on the CV tells you least, because the whole point of the programme is that nobody has done the job yet.
Degree and grade stop separating people quickly
Once the obvious eligibility filters are applied, a large field of applicants is left looking near-identical. Ranking them further on academics selects for background as much as for potential.
Interview capacity is the real bottleneck
Programme intakes concentrate into a few weeks, and the senior managers who run final panels have the least time to give. Getting to a defensible shortlist before the panel stage is what protects their time.
Consistency across a long intake window
Manual screening drifts. The bar applied in week one of a campus season is rarely the bar applied in week six. A fixed rubric applied by the system does not tire, and does not change between tracks or reviewers.
You have to be able to explain the decision
Trainee programmes attract scrutiny — internally, from candidates, and in many markets from a compliance or equity function. A structured, recorded, identically-applied process gives you something specific to show when you are asked why one candidate progressed and another did not.
From programme brief to a shortlist your panel trusts
Set the programme up once, then run each track through it.
Define the Programme Bar
Start from the advert or the programme brief. Build the competency framework the intake is selecting on, and set what good looks like at trainee level rather than at experienced-hire level.
Build Each Track
Generate a case study, situational judgement set or AI interview per track from that same framework, so a supply chain applicant and an engineering applicant face different content against identical competencies.
Run the Intake
Invite applicants, in bulk or as they apply. Each one completes the assessment in their own time, is scored against the rubric, and lands on a single ranked view.
Shortlist and Hand Over
Compare candidates within and across tracks, then take a shortlist into your assessment centre or final panel with each candidate's scored report attached.
Built to be explained, not just to be fast
Speed matters in an intake. Being able to justify the outcome matters longer.
The same process for every applicant
Identical brief, identical scenario per track, identical rubric, applied in the same way to everyone in the intake. Consistency is the part a manual sift cannot promise.
Scores that trace to something
Every competency score points back to what the candidate actually wrote or said. There is no unexplained overall number, and nothing scored on a signal the candidate was never asked about.
Humans make the decision
Assessments produce ranked evidence, not hiring decisions. Your team sets the bar, reviews the shortlist and can look past a score at any point — the record simply makes that a deliberate, visible choice.
Clear on data
Candidate responses, recordings and scores are held on the application record, visible to the hiring team, with defined retention. Your privacy and compliance teams can review how candidate data is stored and processed before you run a single applicant through it.
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Frequently Asked Questions
How do you assess management trainees who have no work experience?
By putting them in the situation rather than asking about the past. A case study gives an unfamiliar business problem and scores how the candidate frames it, what they prioritise and how they justify a recommendation. A situational judgement test presents realistic workplace dilemmas and scores the choices they make. An AI voice interview probes their reasoning with follow-up questions. None of these depend on having held a job before, which is what makes them suited to graduate and trainee intakes.
Can one programme cover several tracks, like engineering, supply chain and commercial?
Yes, and that is the intended shape. You define the competency framework the programme selects on once, then build track-specific content against it. Applicants see material relevant to their track while being scored on the same competencies, so results stay comparable across the whole intake rather than only within a track.
Does this replace our assessment centre?
It usually sits in front of one. The assessment stage produces a ranked, evidenced shortlist so the assessment centre or final panel spends its time on candidates who have already demonstrated the programme's core competencies. Each shortlisted candidate arrives with a scored report the panel can read beforehand.
How do you keep the process fair across a large intake?
Every applicant in a track receives the same brief and the same rubric, and scoring is applied identically regardless of when in the intake they applied or who is reviewing. Content is generated per programme rather than reused from a public bank. Results are recorded against named competencies so a decision can be examined rather than taken on impression. Fairness obligations differ by market and by employer, so we make the process and its records available for your own compliance and equity teams to review against the standard you are held to.
What languages are available?
The platform and written assessments are available in English, with written assessments also available in eight Indian languages. Live AI voice interviews are available in English and Hindi.
How does this fit with the rest of our hiring process?
Screening handles eligibility at the door, bulk invitations handle the logistics of a large intake, and assessments handle the judgement call. They run as one pipeline, so screening answers, assessment scores and reports all sit on the same application record.
Tell us about your next intake
Share the programme and the tracks you hire for, and we will show you the assessment built against your own adverts.