Integration · ATS
Assess candidates from HiringRoom
Kokoro is the candidate assessment software that lives alongside your ATS HiringRoom: HiringRoom keeps managing your openings and candidates, and Kokoro adds the assessment layer before the interview, returning the ranking and the report without you changing tools. It does not replace your ATS; it adds on as an assessment before the interview.
How Kokoro works with HiringRoom
HiringRoom is an ATS (recruiting software) used by hiring teams in LATAM to manage their openings and candidates. Kokoro adds the assessment layer before the interview, without changing tools.
- Your ATS receives the candidates HiringRoom keeps managing your openings and candidate base as usual.
- You activate Kokoro's assessment You choose the role profile and candidates take the assessment online, with integrity controls.
- Kokoro compares and ranks Kokoro adds a comparable signal and a ranking by fit, alongside the report.
- Continue your flow in HiringRoom You review the result and move forward inside your ATS. The final decision is your team's.
It runs connected to HiringRoom's flow depending on the implementation stage. Go to HiringRoom ↗
What Kokoro assesses
You define the role profile and choose the assessments. Kokoro brings a catalog of 300 assessments: 253 behavioral competencies, 11 psychometric, and 36 technical and language tests. Each candidate takes them online and you get a comparable signal.
HiringRoom is your ally, not your competition
HiringRoom manages your openings and candidates; Kokoro adds the assessment layer that ranks those candidates by fit to the role. If you don't use HiringRoom yet, you can visit its official site.
FAQ · Kokoro and HiringRoom
Does Kokoro integrate with my ATS (HiringRoom)?
Yes, and the flow has four steps without taking you out of your ATS. (1) HiringRoom receives and manages your openings and candidates as usual. (2) You activate Kokoro and choose the role profile: you combine behavioral competencies, psychometric tests and technical ones depending on the position. (3) Candidates receive the assessment and take it online, with integrity controls. (4) Kokoro returns candidates ranked by fit to the role, with a comparable signal under one shared criterion and a report, alongside your ATS. It does not replace your ATS; it adds on as an assessment before the interview. Depending on the implementation stage, it runs connected to HiringRoom's flow or directly from Kokoro. This way you stop reviewing CV by CV and prioritize who to interview with evidence.
Does Kokoro replace HiringRoom?
No. HiringRoom is your ATS and your ally, not your competition: it manages your openings and candidates, and Kokoro adds the assessment layer that turns that base into a shortlist ranked by fit to the role. It does not replace your ATS; it adds on as an assessment before the interview. They complement each other: your ATS runs the process, Kokoro orders it with comparable evidence.
Does the assessment decide who to hire?
No. The assessment orders the pile and gives you comparable evidence to prepare the interview better, but the final decision is always the human team's. Kokoro describes how a person behaves and interprets their fit to the role; it does not predict future performance or decide for you. The goal is for you to reach the interview with better information, not to replace it.
What does Kokoro assess for your ATS candidates?
Kokoro brings a catalog of 300 assessments: 253 behavioral competencies, 11 psychometric tests and 36 technical and language ones. For each role you define the combination that matters —for example, learning ability, role competencies and a technical or behavioral-profile test— and the candidates you manage in HiringRoom take it online. You receive a comparable signal for each person under one shared criterion, not scattered impressions.
Does it work for high-volume processes?
Yes. When an opening in your ATS gathers hundreds of candidates, reviewing CV by CV does not scale. Kokoro assesses them all with the same criterion and returns a ranking by fit to the role, so you focus interviews on the best-fitting candidates without ruling anyone out blindly. The screening criterion is clear and shared across the whole process.
Do candidates take it with integrity controls?
Yes. Assessments are taken online with integrity controls that protect the seriousness of the result. The point is not to distrust the candidate, but to make the signal you receive comparable and reliable across everyone in the process. Kokoro provides evidence to support the decision; the final criterion is set by your team.
Assessments describe how a person behaves; they do not predict or decide. Kokoro supports the decision of who to interview; the final decision is your team's. The connection with HiringRoom runs depending on the implementation stage.