Workplace assessment, built for hiring decisions
Every open role is a bet. A resume and a good interview tell you what someone wants you to see. HR Eval gives you a structured, second read — how a candidate actually tends to operate at work — before you extend an offer.
Accounts are provisioned by your administrator — reach out to whoever set up HR Eval for your team.
The problem
They're a weaker signal for how someone handles a hectic Tuesday, a disagreement with a teammate, or six months of the same repetitive task. Most hiring mistakes aren't about skill — they're about fit that nobody checked for until it was too late.
What HR Eval does
Conscientiousness, emotional stability, extraversion, agreeableness, and openness — scored against the workplace behaviors each one predicts, not abstract psychology.
Dominance, influence, steadiness, and conscientiousness — how someone approaches pace, people, and decisions day to day.
Sales, operations, support, and engineering each get extra questions calibrated to what actually matters in that seat — not one generic test for every job.
Plain-language notes on what each score tends to mean at work, not a raw number you need a certification to interpret.
How it works
Pick the candidate's name, email, and the department they're being considered for.
Email it directly from HR Eval, or copy the one-time link and send it yourself.
No account needed on their end — just the link, a series of statements, about 15–20 minutes.
Scored, banded, and explained — ready to inform the conversation, not replace it.
Why it's different
Sign in to generate an invite, or reach out to your administrator if you don't have an account yet.
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