For hiring teams
Screening on skill means every candidate answers the same questions under the same conditions, and you compare the results rather than the impressions.
Supervisor mode opens a waiting room, holds candidates until you start, and gives you a live roster with per-candidate integrity counts while the round runs. You can message one candidate or everyone, at informational, warning or critical priority, and they can message back — which covers the "my question won’t load" case without an email thread.
Ended sessions are archived to a session history, so a round that gets queried later can be reconstructed.
Invite interviewers and coordinators to the store with role-bound access — owner, admin, manager, team member, or a custom role you define. Sensitive actions are written to an immutable audit trail, and candidate records live in a permanent directory per store with tags and groups rather than in a spreadsheet on someone’s laptop.
Worth knowing before you plan around it.
Yes. Candidate registration by email is enough for most assessments — the invitation link or test code is all they need.
Attempt limits are set per invitation and enforced when an attempt starts. Add an availability window and an expiry so the assessment is only live when you intend it to be.
With proctoring enabled the runtime reports tab switches, window blur, fullscreen exit, copy, paste, right-click and developer-tools opening, and keeps a violation count. Treat it as a signal to review, not as proof of anything on its own.
No. They receive a copy of their own answers with no correctness or scoring. The scored breakdown is only sent if you explicitly share it — which is usually what you want during a hiring process.
More answers on the full FAQ.
Same questions, same clock, comparable results.