Decision-grade skill intelligence for the moments that matter most. Verified, comparable, defensible. The same engine that hires them develops them.
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Hiring decisions today run on signals customers know they cannot fully trust. Resumes describe. Interviews vary. The cost of a technical mis-hire is staggering, and AI is making the underlying signals less reliable, not more.
“For our most consequential hires, we needed to know, not hope, that a candidate could do the work in our context. Workera verifies capability against the way we actually operate, not a generic question bank. We make the call with evidence now, before the offer goes out.”
The cost of a technical mis-hire, as a multiple of the role's annual salary. Every bad hire compounds across hiring, onboarding, productivity loss, and the cost of starting over.
Of hiring managers now suspect AI-driven misrepresentation in candidate responses. The trust that interviews and unverified signals once carried is collapsing.
Cheating adoption rate in technical interviews in H2 2025, up from 15% just six months earlier. The tools customers bought before 2024 were not built for this environment.
High-stakes validation, bias and audit posture, and compliance trajectory built in by design. Every decision your team makes is backed by an evidence trail that holds up under Legal, Compliance, and works-council review.
Same rigor. Same scoring engine. Same skills taxonomy across external hiring, internal mobility, promotion, and certification. A candidate hired through Workera is developed and promoted against the same skill graph that hired them. The signal compounds, never handed off.
Two-stage detection captures programmatic event signals during the session, then an agentic layer interprets them after to produce a narrative integrity report tied to every question. Behavioral and tool-use detection supports human judgment instead of automatic disqualification. No webcams. No biometric capture.
ATS and HRIS integration for both push and pull data motions. Pull candidate and job-requisition data into Workera for seamless enrollment, and push assessment outcomes back into your system of record for decisioning. Live with Workday. More coming.
CONFIGURE
Pick the program goal and Workera auto-configures the policy defaults for feedback, visibility, deadlines, and integrity safeguards. Leaders launch consistent, defensible programs without manually tuning every setting.
Auto-configured defaults that translate program intent into enforceable policy
High-stakes guardrails built into the program type, not optional toggles
Same candidate experience at scale, regardless of who built the program
BUILD
Configure skill families to match the real job, not a generic test template. Mix signature domains from Workera's catalog with custom capabilities your team has authored. Standardized yet flexible architecture means decisions are comparable across roles while preserving team-specific relevance.
Signature catalog with nearly 100 verified domains, ready to deploy
Custom capabilities composed in under 30 minutes with AI Studio
Set proficiency targets per capability and roll them up at the program level
TRUST
Programmatic event signals are captured during the session. An agentic layer interprets them after to produce a question-by-question integrity report with evidence. The agentic layer supports reviewer judgment. It never auto-disqualifies.
Policies align integrity depth to role sensitivity
Behavioral signals like tab focus, screen share, and tool-use detection
Defensible trust layer with full audit trail for every decision
MEASURE
Track completion, deadlines, and aggregate readiness in real time. Drill into individual sessions when you need to. Surface the candidates above your target before the decision so your team reviews from a verified short list, not a resume stack.
Real-time completion and deadline visibility across the program
Aggregate readiness against your proficiency target
Cohort-level reporting alongside per-candidate deep dives
DECIDE
Every candidate report carries two reporting layers: a Capability score (summative, comparable across years and roles) and Skill-level proficiency (interpretive, actionable, traceable back to the task evidence). Hiring managers, recruiters, and capability leads each get the view they need to decide.
Capability score for comparable decisions across roles and time
Skill-level proficiency with question-level evidence trail
Push results into your ATS for hiring workflow continuity
Candidates create their Workera account from the invitation email. Single sign-on supported where the employer has it configured.
A program-branded landing page introduces the role, the capabilities being assessed, and what to expect. Identity verification before the assessment starts.
Clear preview of the capabilities, time, and tasks ahead. Candidates know exactly what is being measured before they begin.
An explicit disclosure shows what is captured and why. Candidates accept the agreement, enter fullscreen, and see the visible monitoring indicators throughout the session.
A neutral end-of-assessment screen. No score, no celebration, no judgment. Candidates know the result is reviewed by a human before any decision is made.
Decisions stay with people, not the system.
Workera surfaces the evidence. The hiring manager, recruiter, or capability lead decides what to do with it.
That posture is the only one that holds up with Legal and Compliance reviewers who have to defend the decision later.
We define the skill claims we want to support, specify the observable evidence that would warrant those claims, and design tasks explicitly to elicit that evidence.
Every interpretation is traceable from candidate task to capability score.Rubrics are anchored with benchmark exemplars. SMEs author and approve the rubrics. AI scores responses against them under continuous expert governance. Drift is monitored, surfaced, and remediated through a versioned change-control loop with a preserved audit trail.
What this means for hiring: a Capability score from a candidate today is comparable to one from a candidate next quarter, in a different geography, on the same role. The validity evidence travels with the score.
How we make hiring decisions defensible at scale.
Documented skill framework. Task and rubric mapping. SME review for construct relevance and job realism.
Rubric anchors plus benchmark exemplars. Expert review of scorer behavior, especially for open-ended tasks.
Standardized task conditions and safeguards that reduce construct-irrelevant variance, so the score reflects skill, not noise.
Catalog-level analyses of expected relationships among capabilities. Convergent and discriminant patterns documented.
Consistency indicators at the Capability level. Stability strengthened through Skill-level aggregation across multiple observations.
Pull candidate and job-requisition data from your ATS into Workera for seamless assessment enrollment. Push assessment completion data, capability scores, and integrity reports back into your system of record for decisioning. Live with Workday today, expanding via the Kombo connector.
Automated candidate enrollment from open requisitions
Bidirectional data sync for hiring workflow continuity
Webhook and API access for custom analytics and reporting
SAML SSO and SCIM provisioning for enterprise IT
The defensibility of every hiring decision starts with the platform that produced the signal. Workera ships with the certifications, governance, and audit posture enterprise reviewers expect, and the AI-risk trajectory the next two years will require.
Independent audits ensure enterprise-grade data protection.
Your skill and employee data stays private and under your control.
Accessibility support for a broad and inclusive workforce.
Secure access with SAML-based SSO and automated user provisioning.
Data is encrypted in transit and at rest using industry standards.
Continuous reliability with enterprise-level observability.
Read more about customer story
Expert review strengthens accuracy and defensibility.
See Workera Hiring in a live demo. Walk through the leader experience, the candidate flow, an integrity report, and a candidate scorecard built from your role profile.
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