Vervoe

Open Vervoe, choose a role, and build a skills test that mirrors the work on day one. Start with a blank canvas or adapt a template, then add real tasks: code exercises, spreadsheet challenges, product write‑ups, role‑play prompts with video responses, or short scenario questions. Set scoring rules and weightings for each task so the final score reflects what matters in the job. Add time limits, randomization, and required file types to keep results consistent. Preview the candidate experience, adjust instructions, and publish when ready.

Launch your assessment directly from Vervoe or push it through your existing ATS so invitations, reminders, and statuses stay in sync. Send a link to a short talent trial for high‑volume roles or a deeper multi‑task test for specialized positions. Configure deadlines and automated nudges to keep your pipeline moving. Candidates complete everything in one place, on their own schedule, with clear guidance on what to submit. You see live progress: who started, who’s stuck, and who finished.

As submissions arrive, AI‑assisted scoring handles structured and technical tasks. Coding challenges run against test cases; written and video answers are evaluated against your rubric; multiple choice and data tasks are auto‑graded. You can review highlights, watch flagged responses, and override scores when needed. Compare candidates on a unified scorecard that shows strengths, gaps, time on task, and completion quality. Create shortlists with one click, leave notes for hiring managers, and request follow‑ups from top performers. Share assessments and feedback securely with your team, manage permissions, and export results back to your ATS or as reports for stakeholders.

After each round, use analytics to improve. Identify questions that separate top performers, lower the weight of items that add noise, and refine your pass thresholds. Duplicate proven assessments for similar roles, or build a role library your team can reuse. For ongoing talent programs, repurpose the same workflows to evaluate internal mobility, validate training impact, or benchmark new hires post‑onboarding. Over time, your assessments become a repeatable, fair, and defensible part of your hiring process—reducing guesswork while keeping candidates focused on the work that matters.