Sales and client-facing hires
Warmth and quick footing carry a first meeting easily. Persistence carries the deal after it stalls — a separate trait entirely.
Even top interviewers have blind spots
The average interview lasts 45 minutes, and the award goes to the person who performs best during the meeting. Each candidate undergoes a verified psychological assessment, the results of which are evaluated against the job requirements, so any mismatches are identified before an offer is made.
HR platform
This is what lands on the hiring manager's desk
An anonymized excerpt from a candidate's report, compiled after a 25-minute assessment. Four layers of data, condensed onto a short page—enough to read and use during a break before the next interview.
Candidate report. Anonymized
Candidate #4471. Account Executive
82
/ 100
Fit score
Strong fit for this role
Scored against the demands you defined
Behaviour under load
Persistence after a stall88
Reasoning without a clean answer81
Focus under time pressure74
Delegation instinct46
Risk flag
Delegation under pressure
Worth direct follow-up question before the offer.
Trajectory
Keeps growing into the role
Fit score
Measured against this role's demands, apart from any general population average.
Risk flag
Surfaces when a pattern is worth a direct follow-up question in the next interview.
Trajectory note
Whether this profile tends to plateau early or keep growing into the role.
Where the interview reads wrong most often
Engineering hires
Two candidates can give the same answer to a system-design question. Only one holds steady when a deadline compresses the decision.
Internal promotions into management
Strong individual contributors sometimes lack the instinct to delegate. That gap tends to surface after the promotion, when correcting it costs more.
Early hires at a small company
A weak fit on a five-person team changes the whole room.
Why a Shortlist Beats a Single Candidate
You bring
A job description and a shortlist
Inserted, uploaded, or retrieved directly from your applicant management system (ATS). The first candidates can be screened the same day.
- Paste the role
- Upload the shortlist
- Or connect your ATS
We return
A scored report per candidate, within minutes
This also allows you to compare offers when choosing between two or three finalists. The total cost is usually lower than the cost of a single wasted interview.
- Scored report per candidate
- Side-by-side finalist comparison
- Follow-up questions worth asking
"I built Cognexa Assess after a hire I championed left within the first year, for reasons the interview missed. Everyone on this team has taken the same assessment we sell."
I want to know where someone struggles before their first hard week. If that matches how you'd want to be hired, I'd like to meet you.
Oleg Sambikin
Founder
Catching burnout before it hits the team
Recruitment accounts for half of what the HR department actually manages. After hiring, our assessment tool is regularly reused, this time measuring signs of burnout and declining engagement rather than job fit. A decline in the same behavioral indicators that predicted successful hiring six months ago typically shows up in the data long before it's reflected in a resignation letter.
See how pricing works