Candidate screening & pre-hire assessment
Spend 80% less time
screening candidates.
See how candidates communicate, solve problems and do the work. Anthropos combines recorded AI Simulations with skill scores, personalized to your role, products and company.
Technical and business roles · Ready-made or fully personalized
Reported screening-time savings across customer hiring processes, using recorded work and scored evidence.*
The same skills assessment technology used by
What candidates actually do
What would candidates do in your role?
A sales conversation. A customer escalation. A technical problem. AI Simulations let candidates interact with AI characters and complete the tasks your role demands.
Can they turn a discovery call into a credible next step?
A prospect is interested in your product but unsure it solves their problem. The candidate runs a discovery call with an AI buyer, handles an objection and writes a follow-up.
Evidence your team can review
- The questions they asked before recommending your product.
- How they responded when the buyer challenged the value.
- The accuracy and clarity of their written follow-up.
Illustrative assessment briefs. Each scenario can be adapted to your company, role and evaluation criteria.
Your company. Your assessment.
Assess the work
you actually hire for.
Use your product brief, your customer situations and your way of working. In Anthropos Studio, you can adapt an assessment or build one around the role you need to fill.
Use your product material, customer situations, processes and company documents.
Set the tasks, skills, technical context and difficulty for the person you need.
Choose the evaluation criteria and shape the AI characters candidates interact with.
What your hiring team sees
Compare candidates.
Then look at how they worked.
Start with the results list. Open a candidate to review their recording, listen to calls and see the evidence behind each skill level.
See completion status, final score and number of attempts in one list. Shortlist candidates and open the results you want to review.
Watch and listen
See how someone handles a conversation or works through a problem. Review the recording when you need more than a score.
Review each skill
Read what went well and what could improve. Use specific examples to guide the next interview.
Put repeat attempts in context
See the attempt count and review previous results. The report flags when someone has already seen the scenario.
The return for your hiring team
Save screening time.
Make each interview count.
less screening time reported across customer hiring processes.*
Talent Acquisition
Review candidates without arranging a call for every applicant.
Candidates complete the assessment in their own time. Scores, recorded conversations and work samples give recruiters a way to build a shortlist before booking interviews.
- Less time arranging initial screening calls.
- One place to review performance and follow up.
- Clearer evidence to share with the hiring manager.
Hiring managers
Spend interview time on candidates with relevant skills.
Review how candidates approached the work before committing time to another interview. Use their strengths, gaps and decisions to focus the conversation.
- Fewer early interviews spent discovering basic mismatches.
- Less back-and-forth to find a first assessment slot.
- Specific questions about work the candidate has already done.
The 80% figure refers to reported screening-time savings. Measure TA effort, hiring-manager time and scheduling delays separately in your pilot.
Worth the candidate’s time
Let candidates experience the role.
Candidates experience realistic work and receive feedback. They can demonstrate relevant ability and understand more of the role before deciding whether it is right for them.
Candidates receive feedback on their work. Some return for a second or third attempt. You can see each attempt and discuss what they changed. Prior exposure is flagged, so an improved score has context.
of invited candidates complete the simulation, depending on the role.*
of candidates who start finish the assessment.*
*Reported customer experience across hiring processes. Completion varies by role and how the assessment is introduced. The 80% saving refers to screening time, not total time-to-hire.
Give candidates a chance to show their ability.
Assess job-relevant work against consistent criteria. Candidates get an opportunity to demonstrate more than their CV reveals.
Fit it into your hiring process
Start with a role you are hiring for.
01 / Define the work
Choose a role and scenario.
Start from the catalogue or build in Studio. Set the tasks and criteria your hiring managers care about.
02 / Invite candidates
Explain the opportunity.
Tell candidates what they will do, why it matters, how long it takes and what feedback they receive.
03 / Review the evidence
Bring better questions to the interview.
Use scores, recordings and work samples to build your shortlist and guide the next conversation.
A better introduction helps more candidates take part.
Make the assessment feel connected to the role. Customers using simulations as a first step report finding candidates willing to engage seriously with the work.
As the next step for the Account Executive role, we would like you to try a short simulation using our product brief.
You will speak with an AI prospect and write a follow-up. Allow 20 minutes. Afterwards, you will receive feedback on your work.
Open the assessment ↗
Before you start
A few practical questions.
Can we assess technical and non-technical candidates?
Yes. AI Simulations combine conversations, documents and coding tasks around a role. AI Labs add a working sandbox for assessing how engineers build with AI coding agents.
Can we use our own products and company material?
Yes. In Anthropos Studio, you can tailor scenarios to your products, documents, processes, roles and evaluation criteria. You can adapt a starting scenario or create your own.
How long does an assessment take?
Duration depends on the role and the work you want to assess. Use a focused scenario for an initial screen or a longer assessment for deeper evaluation. Tell candidates how much time to allow before they start.
What happens if candidates take the assessment again?
Candidates receive feedback, and some choose to repeat the assessment. Set a consistent retake policy for the role and take prior exposure into account when reviewing results.
How does this fit with our ATS?
Anthropos supports ATS integrations. The demo should map invitations and results to the stages in your existing process, including the connector you use.
Bring a role you need to hire for.
See what candidates would do, how you can personalize the assessment, and what your team receives at the end.