Automate early-stage hiring. Get evidence you can inspect.
Create and run role-specific questionnaires, text simulations and voice conversations. Recruitment agencies, hiring teams and managers can use the same modules for high-volume screening or complex professional roles.
These specialist workflows are available configurations of the same modules. Read the product guides or inspect complete example reports.
Specialist assessments
Problem
Applications are easy to polish. Assessment still takes work.
A CV describes experience, but a recruiter still has to design questions, book calls, run roleplays and write up what happened. Decision Agent automates that assessment work and organises the resulting evidence for review.
01 · Application volume spikes
Candidates can tailor and submit polished applications faster than teams can screen them.
02 · The paperwork looks perfect
CVs and cover letters increasingly say the right things without proving the work.
03 · Interview time gets wasted
Recruiters spend scarce calls discovering gaps that should have been visible earlier.
Cost
Where does early-stage assessment take your time?
Explore how automated assessment can reduce the work of running repeated screens, preparing roleplays and assembling evidence for hiring teams.
Drowning in screen calls
Take back your calendar.
Repeated eligibility checks, scheduling calls, running roleplays and writing up interviews take recruiter time.
Use questionnaires and role-specific exercises before interview, then spend recruiter time inspecting the evidence and asking targeted follow-ups.
Choose the assessment the role needs.
Use one module or combine them into a pipeline. A legal workflow can connect a stakeholder voice call, document redlining and a negotiation, with evidence from all three.
Start with just a job description.
Supply a job description, document or brief. The Operator can research the role, draft behaviours and create an assessment; your team can refine every element before use. The result samples how candidates respond to work, without claiming to predict future performance.
Inspect the response behind each behaviour finding.
AI assesses whether agreed behaviours were fully or partly demonstrated. Inspect the response, transcript and supporting evidence, then decide whether you agree. These fictional, read-only examples open in the detailed report view.
From role brief to recruiter review.
Create a pipeline, invite applicants by email, track completion and review the evidence. Pinpoint can carry decisions and updates between systems.
“Wherever there is judgment, there is noise — and more of it than you think.”
— Daniel Kahneman, Olivier Sibony & Cass Sunstein, Noise
Defined behaviours. Inspectable findings. Recruiter control.
Reports describe observed behaviours. Optional scores combine those findings using fixed rules and recruiter-set weights.
Consistent standards
Recruiters define the behaviours they want to assess, with help from the Operator. AI checks whether each behaviour was fully or partly demonstrated in a response or transcript.
Relating assessment evidence to later hiring and job-performance outcomes is future work once the data exists. Candidates can email support for technical help. Scenarios simulate the work; recruiters decide any exceptions to the assessment process.
One Standard plan. Enterprise for other needs.
Budget by assessment module. Explore an illustrative workload calculation and discuss enterprise pricing for additional requirements.
Standard
£800
per month · 30 credits · 3 seats
Intelligent Questionnaire: 1 credit
Scenario Simulation: 3 credits
Voice Conversation: 6 credits
Other assessment module, including document redlining: 1 credit
Other requirements use enterprise pricing. Text messages and bespoke development may cost extra. View pricing details.