Skills get people hired. Behavior decides who stays.
Reasoning, behavior, situational judgment and communication, measured with method, for any role. What an interview alone cannot see, assessed before you hire.
1M+
People interviewed
8,000+
Assessments and templates
80%
Less screening time
Companies that trust Workdex
When technical skill doesn't explain the outcome
Two people with the same resume deliver different results. The difference usually sits in what nobody measured.
Traits that predict performance
We measure what correlates with results on the job: conscientiousness, collaboration, resilience, customer focus and willingness to learn.
The same bar for everyone
Every candidate takes the same instrument with standardized scoring. The decision stops depending on who ran the conversation.
Answered by the person who'll do the job
Identity verified and the assessment proctored. Nobody answers on the candidate's behalf.
Decision-ready insight, not a verdict
The report says what to do with the information: where the person is strong, where to look closer, and what to ask in the final interview.
- Profile per dimension, compared against what the role requires
- Watch-outs, each with a suggested interview question
- Plain language, so a hiring manager reads it alone in a minute
- Integrity signals: verified identity and proctored assessment
- A recommendation from the decision agent, with the final call always human
Candidate report
Marcos Tavares
Senior customer support analyst
Fit with the role profile
Profile by assessed dimension
Strong for high-pressure support. In the interview, explore how they respond to direct feedback from the team.
What Core Assessments measure
Fundamentals that apply to sales, operations, support, finance, management and technology.
Reasoning and cognition
Logic, reading comprehension, numerical reasoning and the ability to learn quickly in an unfamiliar context.
Behavioral profile
Stable workplace traits: organization, initiative, emotional stability and openness to new ways of working.
Situational judgment
Real scenarios from the role: what someone does with an angry customer, a deadline at risk or a conflict on the team.
Communication
Written and spoken clarity, listening, and the ability to explain something complex to a non-specialist.
Collaboration and leadership
Teamwork, conflict resolution, delegation and feedback, calibrated by seniority level.
Fit with the operation
Fit with the pace, autonomy and kind of pressure the role carries, against criteria your company defines.
Formats we apply
Different instruments for different things. Combine them into a single, short assessment.
Situational judgment
Scenarios from the role
Agreement scale
Behavioral profile
Logical reasoning
Timed cognitive
Multiple choice
Applied knowledge
Open response
AI scored
Voice AI Interview
Conversation with follow-ups
Async video
Communication and presence
Practical case
Applied in context
What sets Workdex apart
Behavioral assessment only works if it is fair, short and wired into the process. All three, together.
Method behind the score
Instruments grounded in organizational psychology, with open criteria and a rubric you can audit.
Short and respectful
Assessments that fit in a few minutes, on a phone, with no install. Respecting candidates' time cuts drop-off.
Calibrated at scale
Over 1 million people assessed back the comparison. You see where a candidate sits against the market.
Screening that scales
High volume assessed without manual effort, cutting up to 80% of process management time.
Inside your workflow
10+ ATS integrations, API and MCP support. Results come back where your team already works.
Useful after the hire, too
The same data feeds development plans, internal mobility and team composition.
Fair by design
Assessing behavior demands extra care. That is why method, accessibility and privacy come before the score.
Open, auditable criteria
You see the rubric, the weight of each dimension and the reason behind the recommendation. No candidate is rejected automatically by a score.
Identity and proctoring
Identity verification with deepfake detection and proctoring during the assessment, with explicit consent.
Privacy first
Sensitive data handled under GDPR and local privacy law, with a declared purpose, configurable retention and controlled access.
How it works, end to end
Four steps between defining the profile and holding a shortlist you trust.
Define the role profile
The agent turns your description into behavioral dimensions and the weight each one carries for that role.
Send the assessment
Invitations from your ATS or from Workdex, with identity verified at the door and a short mobile experience.
Candidates work through scenarios
Real situations from the role, behavioral scales and, where it fits, a voice AI Interview.
You decide with context
A readable report, ranking by fit and suggested questions for the final interview.
Ready for large operations
What HR, legal and compliance usually ask, answered up front.
Frequently asked questions about behavioral assessments
What is a Core Assessment and what does it measure?
It assesses the fundamentals that apply to any role: reasoning, behavioral profile, situational judgment and communication. It predicts performance and retention where a resume and an interview cannot.
How is this different from an online personality quiz?
We don't sort people into types or hand out labels. We measure dimensions tied to performance in the role, with open criteria, comparison against a broad base, and use restricted to the hiring decision.
Is it fair and legally defensible?
Every candidate meets the same bar, the rubric is auditable, and no rejection is automatic: the agent recommends, a human decides. Data handling follows GDPR and local privacy law with explicit consent.
Does it work for non-technical roles?
That is exactly the point. Sales, support, operations, logistics, finance and management are the most common cases, precisely where a hiring standard is missing.
How long does it take a candidate?
Most assessments take a few minutes and run on a phone with no install. You choose the depth based on the funnel stage.
What is in the report?
Profile per dimension, comparison against role requirements, watch-outs with suggested interview questions, integrity signals and the agent's recommendation.
Can it be used beyond hiring?
Yes. The same data feeds individual development plans, internal mobility and team composition, with no need for a new assessment.
How is pricing structured?
Pricing follows the volume of candidates assessed and the modules you use. Talk to a specialist for a proposal calculated for your operation.
Measure what makes people stay
Bring one real opening. We define the profile with you and show the report your hiring manager would receive.