Solutions
Selection that stands up to scrutiny.
SkillCort helps public institutions run merit-based selection on standardized work samples — with every score attributed, every rubric versioned, and a record designed to support appeals and audits.
SkillCort documents the process. Accountable people make the decision.
Every selection decision may have to be explained later.
Public-sector hiring answers to more than the hiring panel — appeals, audits, and equal-treatment requirements mean the process itself must be demonstrable, not just the outcome. Informal evaluations leave gaps that surface at the worst possible time.
- Appeals ask for records that were never kept
- Different panels evaluate applicants on different criteria
- Equal treatment is claimed but hard to demonstrate
- Scoring rationale lives in memory, not in the file
A standardized, documented process for every applicant.
SkillCort gives every applicant the same task under the same conditions, scores against shared versioned rubrics, and records who evaluated what and when — so merit-based selection is demonstrable, not just intended.
Standardized work samples
Every applicant receives the same role-relevant task under the same conditions — a like-for-like basis for comparison.
Work-Sample TasksVersioned rubrics
Scoring criteria are defined before assessment begins and versioned, so you can show exactly which standard applied.
Assessment BuilderAudit-ready record
Every score is attributed to a named evaluator with timestamps, alongside documented methodology for the full process.
Reports & AuditProportional integrity
Integrity signals are recorded with their resolutions and reviewed by people — context for the panel, never an automatic rejection.
Integrity & ProctoringStructured comparison
Compare applicants on the same evidence and criteria, with recorded rationale for every advance.
Decision BoardAccountable decisions
AI can summarize evidence, but every determination is made and signed off by named, accountable evaluators.
Measure the requirements of the post, consistently.
Map each position to its published requirements, then capture evidence of each one through the same tasks for every applicant.
Position requirements
- Role-specific skills
- Procedural judgment
- Written communication
- Case analysis
Standardized tasks
- Scenario task
- Written case
- Practical exercise
Documented output
- Attributed scores
- Versioned criteria
- Decision record
From published post to documented decision.
A process where the standard is set before assessment begins and every step afterward is on the record.
Define the post
Map the position to its published requirements.
Fix the standard
Set tasks and rubrics up front, versioned before assessment opens.
Assess uniformly
Every applicant completes the same task under the same conditions.
Score on record
Named evaluators score against the shared rubric, with timestamps.
Review integrity
People review any signals and record the resolution for each.
Decide and document
The panel decides, with rationale recorded in the file.
A selection record you can put in front of a review.
When an appeal or audit arrives, the record is already there: who was assessed on what, who scored it against which rubric version, how integrity events were resolved, and why each applicant advanced or didn't.
- Every applicant assessed on the same task and conditions
- Every score attributed to a named evaluator, timestamped
- Rubric versions show exactly which standard applied
- Integrity events recorded with their resolutions
- Recorded rationale for every selection decision
- Documented methodology for the full process
Frequently asked questions
No. SkillCort organizes standardized evidence, attributed scores, and integrity context so your panel can compare and decide. It supports the decision; accountable people make it, and their rationale is recorded.
SkillCort is designed to support appeal and audit processes: attributed scores with timestamps, versioned rubrics, documented methodology, and integrity events with recorded resolutions. Your institution's legal and procedural requirements remain your counsel's domain.
Every applicant for a post receives the same work-sample task under the same conditions, scored against the same versioned rubric. That like-for-like basis is what makes equal treatment demonstrable rather than asserted.
Nothing automatic. Integrity signals are proportional context for human review — a named reviewer examines each one and records the resolution. No applicant is ever rejected by a flag.
Make merit demonstrable.
Run standardized, work-sample-based selection with a record designed to support the scrutiny that public hiring faces.