Assessment tools are a slice of the funnel. Stitch them with a job board, an ATS, a screening process, an interview tool, and a ranking layer, and you have a hiring pipeline. Each tool is a separate contract, a separate login, a separate set of integrations to maintain.

Picked replaces the stitching. Post, syndicate, screen, assess, interview, rank, with one tool, one rubric framework, one audit trail. The assessment library is the Neuroworx item bank with eight years of validation work behind it. Cognitive, personality, situational, role-specific simulations, all selected per role from one library.

• ●You want only the assessment, not the whole funnel (you already run screening and interviews differently).
• ●You have a specific assessment need (e.g. competitive programming for senior engineers) that a specialised vendor does better.
• ●You are already running an enterprise ATS that handles everything else.

• ●You want one tool from posted role to ranked shortlist.
• ●You want the assessment to plug into a wider rubric (screen plus assessment plus interview, weighted per role).
• ●You want a per-vetted-candidate cost rather than a per-month subscription.