The brief
The client was hiring technical roles across 38 countries. Each region used its own interview format, its own scoring and its own definition of “strong”. Hiring managers in different markets were making decisions on different evidence.
They wanted a remote assessment programme that could be used consistently across regions, without turning the process into a test that candidates would game.
What we did
We designed a role-specific online assessment around work samples rather than trivia. Candidates completed a short practical exercise, a structured written response and a scenario-based interview. Each part was scored against the same rubric.
We trained the client’s interviewers, ran calibration sessions across regions and reviewed completion and drop-off data weekly. We also tested the candidate experience with a small group before the programme went live.
The outcome
The client assessed 2,400 candidates across 38 countries. Completion was 71%, higher than the previous remote process. Time-to-hire fell by 22%, and hiring managers reported a more consistent view of candidate quality across markets.
The programme is still in use, with the rubric reviewed twice a year.
What the client said
“The assessment gave us a consistent view across markets. We could compare candidates in Singapore and Seattle on the same evidence.”
— Head of Talent Acquisition, global technology company