FAQ
Frequently asked questions
Straight answers about work-sample assessment, how we use AI, integrity controls, data privacy, and getting started.
Product & approach
- What is SkillCort?
- SkillCort is an assessment platform built around work samples: candidates complete realistic tasks from the actual role, evaluators score them against shared rubrics, and the evidence flows into a Decision Board where your team compares candidates and records a defensible decision. It is a decision operating system, not a question bank with a score at the end.
- How is this different from a typical online test platform?
- Most platforms stop at a score. SkillCort is organized around the decision: role blueprints define what to measure, work-sample tasks produce real evidence, rubric scoring makes judgment comparable, and every decision carries an audit trail — who scored what, when, and why. The score is the start of the story, not the end of it.
- What is a work-sample assessment?
- A short, realistic slice of the job: answering a support ticket, prioritizing an inbox, handling a sales objection in writing, working a small coding task. Decades of selection research point to demonstrated work as one of the strongest predictors of job performance — much stronger than resumes or unstructured interviews.
- Which roles does SkillCort work best for?
- Any role whose work can be sampled. Teams most often start with customer support, inside sales, and other high-volume frontline roles, then expand to analysts, developers, graduate programs, and internal mobility. There are solution pages for each major use case.
- Do you have ready-made tests?
- SkillCort ships role blueprints and a reusable skill & task bank, and its AI copilot can draft role-specific tasks and rubrics in minutes — which you review and refine. We deliberately favor tasks tailored to your role over generic off-the-shelf tests, because generic tests measure generic skill.
AI & evaluation
- Does AI decide who gets hired?
- No — and this is a hard product principle, not a preference. AI drafts, summarizes, and suggests; a named person confirms or overrides every score, and every decision belongs to a human. "The AI rejected you" is a sentence we have designed the product to make impossible.
- What does AI actually do in SkillCort?
- Three things: it helps authors draft tasks, questions, and rubrics; it summarizes long responses and interview transcripts and points to the evidence behind them; and it proposes criterion-level scores an evaluator explicitly confirms or overrides. Every assisted output is logged with the model and version that produced it.
- What is the voice AI interview?
- An asynchronous, turn-based interview: the candidate speaks, a transcript is stored as reviewable evidence, and an adaptive follow-up question is asked back. The interviewer is always disclosed as an AI persona — it never pretends to be a person — and a typing fallback is always available, so no microphone is required.
- Is AI use auditable?
- Yes. Model and version provenance is recorded for every AI-assisted output, and the audit pack shows exactly where AI assisted and where a human decided. If an assisted suggestion was overridden, that is visible too.
Integrity & candidate experience
- What anti-cheating options are available?
- Controls are configurable per delivery and scale with the stakes: attempt limits, question shuffling with parallel forms, tab-switch and copy/paste signals, second-screen detection, fullscreen lockdown with configurable violation limits, webcam and screen recording, and ID checks for high-stakes exams. We recommend the lightest set that fits the decision.
- Will a candidate be rejected automatically if a flag fires?
- No. Integrity signals land on a reviewable timeline as context for a human — a tab switch might be a dictionary lookup or a crying baby. Even configured hard caps (like lockdown violation limits) only close the attempt and record an audit event; a person still reviews the attempt and makes the call.
- What do candidates see and consent to?
- Before starting, every candidate passes a consent and preflight gate that states exactly what is monitored and checks their setup. Monitoring is never silent. Instructions, timers, and progress are visible throughout, and candidates work in a modern, distraction-free exam view.
- How do you keep the process fair and accessible?
- Every candidate gets the same task under the same conditions, scored against the same rubric — that is the core fairness mechanism. Assessments run in the browser with no special hardware required by default, voice tasks always offer a typing fallback, and integrity controls are kept proportional so the process respects candidates.
Data & security
- How does SkillCort handle privacy (GDPR / KVKK)?
- Candidate data is collected for a stated assessment purpose, access is role-based and least-privilege, data is encrypted in transit and at rest, and workspaces control monitoring-data retention, with deletion support on request for other records. Our processing is designed with privacy-by-design controls informed by GDPR and KVKK principles; the security & compliance page covers the details.
- Do you share candidate data or scores across clients?
- Never. There is no cross-client candidate memory, no shared reputation score, and no hidden ranking that follows a candidate between employers. Each workspace's data is its own. This is a founding principle of the product.
- Who can see assessment results?
- Access is role-based: owners, admins, recruiters, and evaluators see what their role requires, and report access is scoped accordingly. Every score in the record is attributed to a named evaluator with a timestamp.
- Can we integrate SkillCort with our ATS?
- Today, reports export as PDF, CSV, Excel (.xlsx), and JSON for a clean handoff into any system, plus a machine-readable audit pack. Native ATS integrations are on the roadmap; if a specific integration matters for your rollout, tell us during the demo and we will be straight about timing.
Plans & getting started
- How does pricing work?
- Every plan is annual and combines a set of capabilities and limits with a shared pool of candidate credits. Credits meter candidate sessions — one for a standard assessment, more for AI or proctored formats — and they roll over while your subscription renews. Current tiers and the full credit table are on the pricing page.
- What does a demo look like?
- A guided session on a role you are hiring for: we walk through its blueprint, tasks, rubrics, and the Decision Board on your use case. Afterwards you can try SkillCort yourself on a 14-day trial with 30 credits, which uses the same credit system as a paid plan. The trial does not turn into a paid plan; it simply ends.
- Can consultancies and agencies white-label SkillCort?
- Yes. Assessment centers, HR consultancies, and agencies run client engagements with their own branding on candidate-facing surfaces and reports, reusable blueprints across engagements, and strict per-client data separation. Report identity is set per engagement: each assessment can carry its own report title, a "Prepared for" line naming the client, its own contact details, and an engagement-specific logo.
- How do we start?
- Book a demo — bring a role you are hiring for and we will walk through blueprint, tasks, rubrics, and the Decision Board on your use case. If it fits, your 14-day trial starts from there.
Still have questions?
Ask us on a live demo
Bring a role and your hardest questions — we will walk through the product on your use case and answer them directly.