Solutions
Screen hundreds of applicants on one real task.
SkillCort replaces CV triage with a standardized work sample — every applicant takes the same realistic task, scoring stays consistent across the whole pool, and evaluator time goes only to responses worth reviewing.
Standardized for every applicant. Decided by your team.
Volume breaks CV screening.
When one req draws hundreds of applications, teams fall back on keyword scans and gut-feel triage — fast, but inconsistent from reviewer to reviewer, unfair to applicants without polished resumes, and impossible to defend later.
- Hundreds of CVs, minutes of attention each
- Screening criteria drift from reviewer to reviewer
- Strong candidates lost behind weak resumes
- No record of who was screened out, or why
One standardized funnel, from first applicant to last.
SkillCort combines auto-scored knockout layers, a realistic work sample, and rubric-based review into one flow that treats applicant five hundred exactly like applicant one.
One standardized work sample
Give every applicant the same realistic task — a queue of tickets, a customer scenario — instead of a CV scan.
Work-Sample TasksAuto-scored knockout layers
Filter on objective, auto-scored basics first, so rubric review goes only to responses that clear the bar.
Assessment BuilderRubric-scored review at scale
Shared rubrics keep scoring consistent across hundreds of responses and multiple evaluators.
Evaluation & EvidenceBatch invitations and tracking
Invite whole applicant lists at once and watch completion move through every stage of the funnel.
Reports & AuditDecision Board for the surviving pool
Compare the candidates who clear screening side by side on the same evidence and criteria.
Decision BoardProportional integrity at scale
Integrity signals stay proportional and human-reviewed — context for a reviewer, never an automatic rejection.
Integrity & ProctoringMeasure what frontline work actually requires.
Map the role to the skills that matter on day one, then capture evidence of each through a task that mirrors the queue.
Frontline skills
- Customer handling
- Accuracy under time
- Process adherence
- Written clarity
Work-sample tasks
- Ticket-queue task
- Customer reply
- Data-entry exercise
Decision-ready output
- Consistent scores
- Ranked evidence
- Auditable funnel
From applicant pile to shortlist, without triage.
A flow built for volume: objective layers first, evaluator judgment where it counts, and a recorded rationale at the end.
Design the work sample
Build one realistic, queue-style task every applicant will take.
Layer the screening
Put auto-scored knockouts first, rubric-scored work behind them.
Invite in batches
Send the same assessment to the whole applicant list at once.
Score what clears the bar
Evaluators rubric-score only responses that pass the knockout layers.
Review integrity signals
Treat flags as context for human review, never automatic rejection.
Decide from the board
Compare the surviving pool side by side and record the rationale.
A funnel that stays fair at five hundred applicants.
Every applicant is measured on the same task with the same rubric, evaluator hours go to responses that earn them, and the whole funnel — who advanced, who didn't, and why — is recorded and auditable.
- Every applicant gets the same realistic task
- Scoring stays consistent across hundreds of responses
- Evaluator time spent only where it matters
- Strong candidates surface regardless of CV polish
- Completion-friendly experience keeps applicants in the funnel
- Auditable record of every screening decision
Frequently asked questions
Yes. Batch invitations get everyone into the same assessment at once, auto-scored knockout layers handle the objective filtering, and evaluators rubric-score only the responses that clear the bar — so the flow scales without adding reviewer hours per applicant.
No. SkillCort organizes scores, evidence, and integrity signals so your team can compare and decide. It supports the decision; it never makes it automatically.
Fairer than CV triage. Every applicant gets the same realistic task and the same rubric, so ability decides the outcome — not resume polish or which reviewer happened to open the file. Tasks are kept short and completion-friendly to respect applicants' time.
It surfaces as context for a human reviewer, weighted proportionally to the signal — never as an automatic rejection. Someone on your team looks at the flag alongside the work before anything happens to the candidate.
Screen the pile without lowering the bar.
Give every applicant the same real task, and your evaluators a funnel that stays consistent, fair, and auditable at any volume.