Answers to the most common questions about AssessPro.
AssessPro is a talent intelligence platform that combines validated psychometric assessments with a full applicant tracking pipeline. Candidates apply through your branded careers page, upload their resume, and complete assessments — all in one seamless flow. You get scored, ranked candidates ready to review without chasing paperwork or toggling between tools.
Everything lives in one place: your pipeline, assessment reports, candidate notes, stage history, and communications.
You can get started with a small amount of setup. The usual order is:
Preferences are optional and can be completed later. If you are moving from another system, our onboarding migration can import departments, locations, positions, and sources from CSV files.
Your Careers Page is a branded public page that lists all your active positions in one place. It is built and published automatically when your account is created — there is nothing to set up. When a position is active, it appears on your Careers Page with its own apply link ready to share; draft and archived positions are not shown publicly.
Candidates can search and filter by job title, keywords, and location, then click Apply to go straight to that position's apply page. The briefcase icon in the top navigation bar takes you directly to your live careers page.
Sharing: Click the share icon on your Careers Page or on any individual position in the Positions list to open the Share Apply Link modal. It gives you pre-tagged links for LinkedIn, Indeed, X, Facebook, Email, and a direct untagged link — each one automatically records the source of every application that comes through it.
Customizing: Go to Settings → Careers Page to upload your logo, set a button colour, and write a welcome message.
Positions are the foundation of your pipeline — every candidate is tracked against a position. Go to Positions in the sidebar and click Add. Give the position a title, a requisition number, and optionally assign a department and location.
Once the position exists, open it to configure two key things:
Requirements — define what you are looking for. Each requirement (resume, cover letter, or an assessment) carries a weight that influences the overall candidate score. Well-defined requirements make scoring meaningful and defensible.
Steps — organize requirements into steps (Step 1: Resume & Cover Letter, Step 2: Assessments, etc.). Candidates move through steps as you advance them in the pipeline.
Once configured and set to active, the position appears on your Careers Page automatically and is ready to receive applicants.
Usually not. AssessPro uses AI to check whether a job description edit is material enough to affect any AI-generated requirements attached to the position. If the change is minor (a typo fix, a formatting tweak) nothing is flagged.
If the change could affect what the position is assessing for, the related requirement badge is marked as needing review. Click it to see what changed and either accept the existing requirement as-is or regenerate it against the updated description.
There are two ways to bring candidates in from outside AssessPro:
Email drag and drop — got a candidate email sitting in your inbox? Export it as a .eml file and drag it directly onto the Pipeline board. AssessPro extracts the sender's name and email and adds them as a candidate instantly.
Import panel — click the import icon in the Pipeline toolbar to open the import panel. You can drag and drop a .eml file there too, or upload a .csv or .json file with candidate details. The panel shows accepted formats and field details once opened. Use this for bulk imports from another system or spreadsheet.
Yes. In the position editor, add a clear title and job description, then use the AI recommendation button in the Assessments section. AssessPro reviews the role and adds suitable assessments from your active library.
Review the recommendations before saving the position. You can remove any recommendation or add other assessments to match your hiring process.
No. Candidates receive a unique link and complete their application and assessments directly in the browser — no account, no password, no app to install. The entire experience is frictionless by design.
From the Pipeline, open the candidate's application and use the invitation action. AssessPro sends a unique link by email so the candidate can complete the assessment at their own pace with no account required.
Invitations are typically used for Step 2 and beyond, after a candidate has already applied and you have decided to move them forward.
You can customize the invitation email subject and body, and use tags like {{applicant_name}}, {{position_title}}, and {{company}} to personalize it automatically.
Assessment length varies by assessment, and the expected duration is shown to the candidate before they begin. Answers are submitted when the assessment is completed, so candidates should avoid reloading or leaving the page before submitting. Invitation links may also expire, be revoked, or have a usage limit.
When a candidate finishes an assessment you get a clear, scannable summary — overall score, standout strengths, and a plain-language takeaway for each measured trait. No psychometrics background needed to act on it.
Every report also includes a ✦ AI Prompts panel with ready-to-paste prompts for ChatGPT, Claude, or any AI tool — instant interview questions, coaching notes, or a candidate-friendly summary in seconds.
You can share the report externally with a secure link; no AssessPro account is needed to view it.
Scores are reported on a 0–100 scale per factor, with a weighted overall score. Higher scores indicate stronger alignment with the measured competency. Each factor includes a narrative interpretation so you always know what the number means in plain terms.
Reports also surface relative strengths — where a candidate stands out or has the most room to grow relative to their own profile.
Yes — every assessment report includes a built-in ✦ AI Prompts panel. Click it to reveal pre-built prompts pre-loaded with the candidate's scores and narratives. Copy any prompt directly into ChatGPT, Claude, Gemini, or any AI tool to get instant interpretation, coaching suggestions, structured interview questions, or a candidate-friendly summary.
No data leaves AssessPro automatically — you decide what to share and with which tool.
Resumes submitted through a public apply page are automatically scored using AI. When a recruiter uploads a resume or cover letter, AssessPro also queues it for scoring. For either document type, recruiters can open the document preview and use Score with AI whenever a new score is needed.
The AI reads the document, evaluates it for the position, and returns a 0–100 score with a plain-language rationale. The rationale is visible in the document preview.
Recruiters always have the final say. Open the candidate details from the Pipeline card, select the document, review the score and rationale, and drag the slider to override it if you disagree. Click Save Score to apply your rating — it replaces the AI score and feeds into the candidate's overall weighted score exactly the same way.
If a candidate replaces their resume with a newer version the AI automatically re-scores the new document.
The resume score feeds into the candidate's overall weighted score alongside assessment scores and any other scored requirements. Each requirement has a weight that determines how much it contributes — your HR team sets these weights once per position and they apply consistently to every candidate, making scoring fair and defensible.
Open a candidate's details from their Pipeline card to review the component scores and manually override an individual document score when needed.
The Pipeline is a horizontal Kanban board. Each column represents a stage in your organization's configured hiring workflow, and the count in its header shows how many applications are currently there. A typical workflow includes Added, Invited, Applied, Screening, Interviews, References, Offer, Hired, Rejected, and Withdrawn.
Drag a candidate card to another column to update its stage. Use the left and right board controls to move across stages, and use the stage-visibility control when you want to hide columns you do not need. Stage changes and other application updates appear live for other team members.
Some stages contain substages, such as Invited: Sent or Applied: Reminded. Sending an invitation or reminder from Added moves the applicant into the appropriate Invited substage. Applicants already in Applied remain in the Applied column when they enter an Applied substage.
Closed applications can also record a specific outcome. For example, rejected applications may be categorized under reasons such as Low Scores or Background Check.
The pipeline toolbar gives you several ways to narrow your view:
Sort — order the cards by highest score, lowest score, recently moved, oldest application, or applicant name. Highest score is the default.
Position filter — filter the pipeline to a single position or see all positions at once.
Location filter — narrow by office or region.
Department filter — narrow the results to one department.
Assignment filter — show applicants assigned to a specific recruiter or applicants who are still unassigned.
Date range — use a preset such as the last 7, 30, or 90 days, last 6 months, last year, year to date, or all time.
Search — type any part of a candidate's name or email to find them instantly.
Compact view — show shorter cards for fast scanning. Turn it off to see expanded card details, including scores, position, location, department, and assignment.
The filters apply across every visible Kanban column, so you can compare the resulting candidates without leaving the board.
Each card shows the candidate's name, position, location, and overall score when one is available. Select the three-dot action on a card to open the candidate details panel.
In expanded view, metadata is shown as Location · Department and assignment is shown separately. Long names stay on one line and are truncated visually; hover over the name to see the full value.
The panel brings together contact information, application source, overall score, document and assessment badges, interview and reference records, and notes. Notes can be edited directly in the panel and saved without opening the full application editor.
Applicant assignment depends on your organization's assignment mode. New applicants may remain unassigned for a recruiter to claim, or they may be distributed automatically through round-robin assignment.
Admins can assign, reassign, or push an applicant to an eligible recruiter. Recruiters can claim unassigned applicants and release applicants they claimed. Recruiters can also pause or resume their own round-robin eligibility when they are unavailable.
The assignment controls you see depend on your role and your organization's configuration.
Each position has a set of requirements (resume, cover letter, assessments) each carrying a weight. The overall score is a weighted average of all scored components. Weights are set once per position by your HR team and apply consistently to every candidate — mechanical combination is more valid and more defensible than subjective gut-feel ranking.
Open the candidate details from a Pipeline card to see the document and assessment components behind the overall score. Open an individual document when you need to review its rationale or manually adjust its score.
Yes. Invite team members from the Users section. Role-based permissions control what each person can see and do — recruiters, hiring managers, and admins each have appropriate levels of access. The pipeline updates in real time so everyone is always looking at the same data.
Blind Review hides applicant names and email addresses throughout the pipeline until they reach the Screening stage, helping your team focus on application evidence before identity is revealed.
An administrator can turn it on or off under Settings → Preferences.
AssessPro automatically tracks the source of every application. Click the share icon on your Careers Page or on any position in the Positions list to open the Share Apply Link modal. It gives you pre-tagged links for LinkedIn, Indeed, X, Facebook, Email, and a direct untagged link — driven by your Sources list under Settings → Sources.
When a candidate applies through one of those links, the source is automatically recorded on their application. You can see it in the candidate details and include it in application exports. You can also assign or edit the source manually from the Edit Application modal at any time.
Yes. AssessPro has a REST API that lets you push candidates in, trigger assessments, and pull scores programmatically, plus webhooks for real-time notifications — new applications, stage changes, completed assessments, and more.
See the API documentation for endpoints, webhook events, and code examples. Your administrator can generate an API key and configure webhooks from the API Integration page.
Workforce extends AssessPro beyond hiring into your existing team. Once a candidate is hired, or once you add employees directly, you can track hiring predictors and performance data and run engagement, pulse, and 360° feedback surveys — all in the same platform you already use for recruiting.
Workforce is an optional add-on and is not included by default. When it is enabled, administrators see a Workforce section in the sidebar with Employees, Employee Surveys, and 360° Feedback. Performance and predictor data are managed directly from the Employees table. Contact us if you'd like it added to your account.
Go to Workforce → Employees. Employees hired through your pipeline appear automatically; you can also add employees directly or bulk import them from a CSV or JSON file.
From the Employees table you can filter by status, department, location, or position, and use bulk actions to update status or remove multiple employees at once. The Source column identifies employees hired through the AssessPro pipeline as Pipeline and employees imported or added manually as Added.
Performance outcomes and hiring predictors are managed in Workforce → Employees. Turn on the Performance data or Predictor data switch to append those fields to the existing roster columns. Your core employee columns stay in place.
Select a value or blank dash in the table to add or edit it inline. Use the performance-metrics and predictor-metrics icons at the top of the page to add, rename, or remove the fields shared across your organization.
Workforce → Employee Surveys covers engagement-style surveys, including lightweight, fully customizable Pulse surveys you can build with your own questions. Create a survey, launch a wave, and import or add participants the same way you would for an assessment invitation.
Projects can contain multiple waves, which you can expand directly in the table. Each wave tracks who has been invited, reminded, and completed the survey. In a wave's participant list, select one or more people to invite, remind, or delete them in bulk.
Predictors are pre-hire measurements you want to compare with later employee outcomes. When an applicant is moved to Hired, AssessPro snapshots their available scored components as hiring predictors.
Turn on Predictor data in the Employees table to view and edit those values. You can also use the predictor-metrics icon to create external measures for information captured outside AssessPro.
Workforce → 360° Feedback collects feedback on an employee from multiple perspectives — peers, direct reports, and managers — using a template suited to their role, such as Individual Contributor, Team Manager, or Executive.
Create a feedback project, then add one or more waves. Expand a project to see its waves, import or add raters for each wave, and use participant bulk actions to invite, remind, or remove raters. The participant table shows the subject's name, rater, relationship, and status. Click the report icon to view aggregated results once responses are in.
Yes. Both Employee Surveys and 360° Feedback include a reporting view for each wave or cycle — response rates plus aggregated results across your respondents, so you can see overall patterns without having to review responses one by one.
Apply Pages are the candidate-facing pages your applicants see when they click Apply. Each position gets its own branded apply page — same look and feel as your Careers Page, with your logo and colours already applied.
A multi-step position (resume upload, then assessments, then culture fit) delivers each step in sequence with a clean "Part 2 of your application" banner so candidates always know where they are.
Configure a position's application requirements and steps from the position editor. Shared branding for Careers and Apply Pages is managed under Settings → Careers Page.
Go to Settings → Careers Page. From there you can:
Logo — upload a PNG, JPG, SVG, or WebP. A size slider lets you scale it from 0–200% so it looks right on any page without cropping or stretching.
Brand colour — choose the accent colour used for candidate-facing buttons and links.
Careers content — edit the Careers Page title and footer or legal text, including language-specific footer content.
Changes are previewed live in the builder. Click Publish when you are ready to make them public.
Yes. AssessPro supports English, French, and Spanish. A language selector appears on your Careers Page and all apply pages so candidates can switch to their preferred language at any time.
Where translated content has been configured, candidates also see localized position titles, descriptions, and organization labels rather than only translated interface controls.
Contact us to configure which languages are active for your account.
Go to Organization → Information to manage your organization's name, address, contact details, and website. Manage the logo and other candidate-facing branding under Settings → Careers Page.
Departments let you group positions by team or business unit, making it easier to filter and report across your pipeline. Go to Organization → Departments to add, rename, or remove departments. Once created, a department can be assigned to any position.
Locations represent the offices or regions where positions are based. Go to Organization → Locations to add, rename, or remove locations. Assigning a location to a position helps candidates filter by region on your Careers Page and helps your team filter the pipeline by office.
Sources are the channels through which candidates find your jobs — LinkedIn, Indeed, your company website, employee referrals, campus recruitment, and so on. AssessPro ships with a standard set of sources. You can add custom sources under Settings → Sources.
Every apply link is tagged with a source automatically. When a candidate applies through that link, the source is recorded on their application so you always know which channels are performing.
Templates are reusable candidate communications, such as invitation, reminder, and follow-up messages. They keep wording consistent while still allowing personalized fields such as the applicant's name, position title, and company.
Go to Settings → Templates, select a template and language, then edit its name, subject, and message body. You can also control whether the template is active and optionally choose a stage to move the application to when the communication is sent. For applicants in Added, invitation and reminder actions use the Invited substages so they do not bypass the application-submission step.
Go to Settings → User to update your display name. Your sign-in email is shown there but is read-only. To change your password, use Send password reset link and follow the instructions sent to your email address.
Yes. Changes in Settings → Preferences save automatically as you make them. There is no separate Save button or unsaved-changes state.
AssessPro sends in-app notifications for key events such as new applications, completed assessments, and applicant assignments. The bell icon in the top navigation bar shows your unread count; choose View All to open the Notification Centre.
Email notifications, notification sounds, and toast messages can be managed under Settings → Preferences.
The AssessPro REST API lets you integrate your existing HRIS, ATS, or internal tools directly with AssessPro. Key capabilities include:
Push candidates in — submit applicants programmatically from your own system and have them land directly in the pipeline.
Trigger assessments — send assessment invitations via API without logging into the AssessPro interface.
Pull scores and reports — retrieve assessment results, component scores, and report data for your own dashboards or reporting tools.
Webhooks — subscribe to real-time events such as new applications, stage changes, and completed assessments. AssessPro posts a JSON payload to your endpoint the moment the event occurs.
See the API documentation for full endpoint reference, authentication, and webhook event catalog. Your administrator can generate API keys and configure webhook endpoints under API → Integration.
AssessPro fires webhooks for the following events:
application.created — a new candidate has applied or been added to the pipeline.
application.submitted — a candidate has submitted an application.
stage.changed — a candidate has been moved to a new hiring stage.
assessment.completed — a candidate has finished an assessment. The payload includes scores and a link to the full report.
invite.sent — an invitation has been sent to a candidate.
Each event delivers a JSON payload to the URL you configure. If you configure a signing secret, use it to verify the HMAC-SHA256 signature. See the API documentation for payload schemas and verification details.
Go to API → Integration in the sidebar. Click Generate Key to create a new API key. Copy it immediately — for security reasons the complete key is only shown once. Treat your API key like a password and never expose it in client-side code or public repositories.
You can create named keys and revoke a key at any time from the same page.
AssessPro's onboarding migration supports CSV imports for the following organization data:
Locations — your office and region names, each tagged with a short code for easy reference.
Departments — your organizational units, linked to positions automatically.
Positions — your open roles, each mapped to the correct department and location, with resume and cover letter requirements pre-configured.
Sources — your recruitment channels (job boards, referrals, agencies) so source tracking is accurate from the first applicant.
The onboarding migration does not currently import candidates or application history. Candidate records can instead be brought into the pipeline with its CSV, JSON, or email import tools.
Provide separate CSV files for the data types you want to import: locations, departments, positions, and sources. Keep the first row as column headers and use stable codes to connect positions to their departments and locations.
Locations and departments require code and name. Positions require req_id and title, with optional dept_code, location_code, salary, description, and translations. Sources require code and name. Rows with missing required identifiers are skipped, so review the migration results carefully.
The current onboarding run supports CSV files. API-source controls may appear in the migration screen, but CSV is the supported execution path today.
Contact us to review the supported columns and coordinate your onboarding migration.
Yes. The onboarding CSV format supports English, French, and Spanish columns for position titles and descriptions and for department and location names. Include the available translation columns in the same file; a separate migration per language is not required.
If a translation is not supplied, only the provided language value is imported.
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