HireHint Assessments
A clearer picture.
Beyond the CV.
A profile tells you where someone has been. Give them a way to show how they think. Bring role-relevant questions, work preferences, and assessment evidence into your hiring conversation.
Start with what matters to the role
Different questions. Different kinds of insight.
Choose from the assessment library, build your own modules, or reuse an authorized setup from another job. Keep the selection relevant to the work, rather than adding tests for the sake of it.
Verbal Reasoning
Interpret written information and draw conclusions from what is stated.
Abstract & Logical Reasoning
Identify patterns and apply rules in visual problems.
Critical Thinking & Decision Quality
Evaluate evidence, assumptions and decisions under stated rules.
Work Personality Profile
Describe self-reported work habits and preferences.
Workplace Judgment
Choose most and least effective actions in workplace scenarios.
Accuracy & Attention to Detail
Check records, rules and tables for exact matches or errors.
Your questions. Your context.
Build around the work itself.
Create modules for the questions your team needs to ask. Set the format and timing, then preview the assessment before inviting a candidate.
Choose the format.
Multiple choice, numeric, Likert scale, or forced choice. Keep each module focused on one question type.
Give it a structure.
Name, reorder, and edit modules. Write your questions or add compatible questions from the item bank.
Set the right conditions.
Configure per-question timing and, for numeric modules, calculator access. Add a welcome note and a completion deadline.
From setup to the next conversation
A considered step. Not a disconnected test.
Keep the invitation and results within the hiring journey, so your team can review the evidence in context.
- 01
Prepare the assessment.
Select the modules, explain the purpose in the welcome note, and choose a deadline.
- 02
Save and preview.
Review the setup before inviting someone. Check the questions, timing, and candidate instructions.
- 03
Invite and follow progress.
The candidate completes the assessment through their invitation. The candidate record keeps the invitation status and due date in view.
- 04
Review the evidence.
Open the submitted assessment in the candidate's Review area, explore its modules, and decide what to discuss next.
Understand what sits behind the result
Not just a score. Evidence to discuss.
Review cognitive results, unscored responses, and behavioral information for what they are. A single number should not stand in for the person.
Look inside each module.
Expand the breakdown for available answer counts, completion time, result explanations, and guidance on interpretation.
Keep the distinctions clear.
Unscored responses do not contribute to the cognitive score. Behavioral information describes preferences, not a universal better-or-worse ranking.
Ask a better follow-up.
Where follow-up questions are available, use them to explore the evidence in conversation. Your team remains responsible for the hiring decision.
A little more clarity
Your questions. Considered.
Can we build our own assessments?
Yes. The custom builder groups questions into modules. Give each module a title, choose its question type and timing, add questions, then save and preview the assessment.
Which custom question types are available?
The builder offers multiple choice, numeric, Likert scale, and forced choice. Numeric modules can enable a calculator. Question types and scoring should fit the evidence you actually need.
Can we reuse an assessment from another job?
The assessment chooser includes a From another job option. The available source setups depend on the jobs and assessment configuration you are authorized to access.
Can we set deadlines and time limits?
The invitation deadline determines when the candidate must finish. The six original tests each use an editable whole-test countdown, with untimed practice. Custom modules keep their own timing settings.
How should we read the results?
The original tests have distinct charts and short summaries. Work preferences have no total score, and workplace judgment effectiveness remains withheld pending expert review. Original reports do not issue percentiles or candidate rankings.
Does a completed assessment automatically mean someone passes?
No. Completion and suitability are different things. Results should inform a role-relevant discussion alongside experience, interviews, and other evidence. A behavioral profile is not a diagnosis or a prediction of job success.
Can we use an external assessment provider?
Confirm the specific integration and workflow with us. A provider appearing in the catalog does not mean it is connected, enabled, or included for your workspace.
Part of your hiring journey
One candidate.
The whole picture.
Keep assessment evidence and recorded responses close to the candidate profile, hiring stage, and team discussion.
See it in your workflow
See what a better question can reveal.
Talk through the role, the candidate experience, and the evidence your team needs.
Feature access depends on your workspace, permissions, and configuration. Screenshots are saved app captures with demo data, not live customer results. A demo request is subject to confirmation.