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The product

From role to ranking: how Kokoro sorts your candidates before the interview

Kokoro brings the assessments together, runs them with integrity controls and returns your candidates ranked by role fit. Less reviewing CV by CV, more focus on who to interview.

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Three steps to decide better

  1. Step 1

    Create the assessment

    You pick the role and the tests; we build the assessment for you.

  2. Step 2

    Invite the applicants

    Share a link or connect it to your country’s portal.

  3. Step 3

    Compare and decide

    You receive candidates ordered by role fit.

What your team gets

Not just a score: the material to decide with support and better prepare the interview.

Ranking by role fit

Prioritize who to interview first, without reviewing CV by CV.

Executive report

Review strengths and gaps without getting lost in unnecessary information.

Full report

Go deeper when the role needs a more careful decision.

Candidate comparison view

Contrast candidates with the same criteria, side by side.

Excel export

Organize and share the information with your team.

Interview notes

Arrive at the conversation with better-prepared questions.

Competencies are combined by role

Kokoro does not assess competencies as isolated pieces. For each role you can build an assessment with several relevant competencies —usually 6 to 8 are recommended— adjustable to the profile. The result is a comparable signal to prioritize who to interview.

Reference example. The mix is adjustable to the role and each team’s process; the team keeps the final decision.

Integrity controls in two layers

We make sure the result aims to reflect the candidate’s capabilities, with integrity signals the team interprets, transparent data handling and consent.

Design measures

  • Fictitious test name
  • No registration to practice
  • Hidden questions and answers
  • Timed tests
  • Copy and paste disabled
  • Randomized answer order
  • Large question bank

Monitors during the assessment

  • IP location
  • Camera snapshots
  • Full screen
  • Response time and latency
  • Facial behavior analysis

Sobre el análisis de comportamiento facial. Facial behavior analysis: from the snapshots, we record behavioral signals during the assessment —attention to the screen, gaze direction and predominant expression— with the candidate’s consent. These are observations that support the human review of the result, not a psychological diagnosis nor an automatic disqualification.

This is what the report your team gets looks like

A reference example with fictitious data to show how Kokoro organizes the information before the interview.

Candidate A 92%
Candidate B 78%
Candidate C 64%
92%
Candidate A
Role fit indicator · example

Strengths: analytical thinking, integrity. Gaps: written communication.

Analytical thinking
Integrity
Excel
Communication

A (orange) vs B (gray) · reference example

  • Explore in the interview: concrete examples of written communication.
  • Confirm with references: experience with accounting closings.
  • Leverage a strength: leading analysis under deadlines.

Reference example with fictitious candidates.

See sample report

Kokoro Full

Can’t find the test you need? Digitize it.

Turn your company’s internal technical test into a Kokoro assessment: you name it, define what it assesses, the time and the pass percentage, and build the questions in the format that fits best. You design it, Kokoro grades it.

Test name

  • Accounting test — IFRS
  • Programming in Python
  • Diesel automotive mechanics
  • Advanced financial Excel
  • Customer service · call center

Pass mark

70%

Time

15 min

ⓘ Your own tests cannot be edited after creation: you validate everything before saving.

Seven question formats to assess what matters

Each format assesses differently. This is what each one looks like:

  • Single choice One correct answer
    Non-current asset
    Current liability
    Equity
  • Multiple choice Several correct answers
    ✓list.append()
    ✓list.extend()
    list.remove()
  • True or false Quick binary
    TrueFalse
  • Open answer Free text or write-up
  • File or image Visual scenarios
    ⬆Upload your diagram or photo
  • Text or case Reading analysis
    + question
  • Time limited Mental agility
    00:12

A library of 300 assessments and competencies, combinable by role

253 behavioral competencies, 11 psychometric tests and 36 technical and language assessments, combinable by role. Ready to use.

  • Cognitive
  • Personality and behavior
  • Workplace competencies
  • Technical
  • Languages
Explore the library →

You’ve seen how it works: create your first assessment and compare candidates with support

Create assessments, compare candidates and review reports built to help you prepare better interviews.

Start free Compare Assistant and Full