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The science

Every result, calibrated against candidates equivalent to your role

Kokoro combines validated psychometric instruments with AI that interprets the results based on the role. It gives you a signal you can compare across candidates — and the final decision always belongs to the team.

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Which instruments we use

11 psychometric tests

Wonderlic, DISC, Big Five, 16PF, ICE BarOn

Reasoning, behavioral styles, traits and emotional management at work.

253 behavioral competencies

Leadership, customer focus, integrity…

Specific competencies, combinable and calibrated by role.

36 technical and languages

Office, Adobe, BI, English, programming…

Command of tools and language level.

How it is interpreted

Each role weights competencies differently. Kokoro's AI takes the assessment results and translates them into a comparable signal across candidates for that role, presented as a role-fit percentage, readable without any background in psychometrics.

Calibration: you compare against equivalents, not against everyone

A standalone score says little. Kokoro calibrates each result against a reference norm built with equivalent candidates: from the same country, the same area and the same seniority of the role. That way, your candidate's result is read against those competing for a similar position, not against a generic population.

Country

The norm is local: comparison is with candidates from the same market, not another country.

Area

Sales, finance, HR, operations… each area has its own reference.

Seniority · 8 levels

From entry level to senior leadership. Calibration adjusts every selected competency to the level of the role.

Example

In a cognitive ability assessment, an HR Manager is compared against a norm of HR managers from their country — different from a Sales Manager or a Finance Manager, even if they take the same assessment. Each area and seniority has its own reference, in each country. You compare your candidate's result against an equivalent peer.

In the app you will see the calibration applied to the role, for example: "Calibrated for Management · Level 7".

The norm is built only with validly issued assessments: those that meet the integrity controls. If an attempt does not meet those controls, it does not contaminate the reference your candidate is compared against.

How we turn assessments into comparable signals

The goal is to organize relevant candidate information so the team can compare better before interviewing.

  1. Assessments

    Instruments and tests available by role.

  2. Results

    Each candidate provides answers and scores.

  3. Role context

    The profile defines which signals weigh more.

  4. Comparable signal

    Kokoro translates the results into an organized read.

  5. Team decision

    The team uses that evidence to better prepare the interview.

What Kokoro does and does not do

It does

  • Assesses before the interview with common criteria.
  • Compares candidates with a comparable signal by role.
  • Delivers a report to better prepare the interview.
  • Applies integrity controls during the assessment.

It does not

  • The interview and the team's judgment remain at the center of the decision.
  • It does not decide for you: it provides evidence so you decide.
  • It is an input to prioritize, not a promise of outcome.
  • The human conversation with the candidate remains essential.

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.

Use comparable signals to prepare better decisions

Kokoro organizes assessment data so your team can compare candidates with common criteria.

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