How the advanced technical assessment works
Select candidates on a requirement in the Advanced ATS and choose Advanced technical assessment. Talents AI writes the scenario questions from the JD once for that requirement, each with points and a rubric, and every candidate for the role gets the same set.
- Input: the job description and the role’s must-have skills
- Each candidate gets a link by email or WhatsApp, valid for 7 days
- After consent the timer starts, and questions appear one at a time, in order
- The candidate writes each answer in their own words
- On submit, every answer is graded against its rubric, with a written reason
What you see in the result
The result shows the total score, percentage and band, a score per skill and a short summary. Below it is every question with the candidate’s answer, the points given and the reason, so a hiring manager can check the grading quickly.
The candidate moves to Screened on completion and your recruiter is notified in the platform and by email. Rubrics and model answers are never shown to candidates.
Where it fits in the AI Hiring Suite
The AI Tech Assessment usually follows the AI Skills Assessment and comes before the AI Voice Interview and AI Final Video Interview. You can pick any combination.
A cost-effective pattern is to check fundamentals with the 2-credit skills test, then send the tech assessment only to those who passed. For an experienced developer with a strong CV, you might skip the skills test, come straight here and then go to the final round.
Credits and cost
AI Tech Assessment is ₹499 per user a month, or ₹4,790 a year with annual billing (20% off), and it is part of the AI Hiring Suite. Each assessment uses 3 credits, charged when the link is sent: about ₹5 per candidate before GST on the 1,500-credit pack (₹2,499). A link the candidate never opened can be cancelled and the credits refunded.
The 15-day free trial comes with 90 credits, shared between skills tests (2 credits), tech assessments (3 credits) and the other AI steps.
Fairness and human control
Open answers need judgement, which is why every grade comes with a reason. Your reviewer can read the answer itself, compare it with the reason and make their own call.
Everyone on the role answers the same questions against the same rubric, and nothing is rejected automatically. The assessment informs the shortlist; your team decides it.
When to use a technical assessment for hiring
Use it when the job needs judgement that multiple-choice questions cannot show. Example scenarios by role:
- Software developers: debugging a production issue or choosing between two designs
- Accountants: resolving a GST mismatch or a month-end reconciliation gap
- Operations managers: replanning after a missed delivery or a short-staffed shift
- MIS and data analysts: which numbers they would check first, and why
- Customer support team leads: an escalation the policy does not cover