When you post a role, the assessment selector tunes the mix from the library based on the role, the must-haves, and the seniority. Every candidate takes the same short cognitive section; what changes per role is the role skills questions, the situational judgement scenarios, and the two written prompts. An SDR is not asked to reason through a system trade-off written for a staff engineer. The selection is visible to you and editable before the role goes live.

• ●Role family shapes the battery: the role skills questions and situational judgement scenarios are written for the role.
• ●Must-haves steer it (e.g. "must have managed a quota team" points the situational judgement toward leadership).
• ●Two sections are timed, cognitive and role skills; the whole assessment runs about 45 to 50 minutes.
• ●You can review and adjust the assessment before the role publishes.

On cognitive batteries, the next item depends on the last response. A strong run pushes the candidate into harder items quickly; a weak run keeps them at a fair level. Two outcomes: a more precise score, and a shorter test for the candidate. The median assessment runs 22 minutes, not 45.

Every assessment in production is monitored for adverse impact against protected groups, per role, per stage, per audit cycle. The 4/5ths rule is the floor. When a flag fires, the role's hiring manager and our internal review team both see it before the next candidate is processed.

• Independent bias audit planned ahead of launch.
• Per-role drift detection: if a role's pass rates shift on a protected attribute, we know and so do you.
• Adverse-impact dashboard in product, shareable with HR or legal.
• See /trust/fairness for the full posture.