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 migration tool can import your DLPS data: departments, locations, positions, and sources. We can also help migrate existing candidates where applicable.
Your Careers Page is a branded public page that lists all your active positions in one place. It is built and published automatically the moment your account is created — there is nothing to set up. Add a position and it appears on your careers page immediately, with its own apply link ready to share.
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, the position appears on your Careers Page automatically and is ready to receive applicants.
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 table. 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.
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 view, find the candidate you want to advance and click the invite button on their row. AssessPro sends them a unique link by email — they 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.
Most assessments take between 15 and 30 minutes. Candidates can pause and resume at any time — their progress is saved automatically and their link remains valid until they submit.
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.
Yes. When a candidate uploads a resume or cover letter — through a public apply page or added manually by a recruiter — AssessPro automatically scores it using AI. The score appears in the pipeline within seconds, no action required from your team.
The AI reads the full document, compares it against the position title and context, and returns a 0–100 score along with a plain-language rationale. The rationale is visible when you open the document preview.
Recruiters always have the final say. Open the document preview from the pipeline row, 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.
You can view and manually override individual component scores from the pipeline by clicking the score icon on a candidate's row.
AssessPro ships with a standard pipeline covering the core hiring stages: Added, Invited, Applied, Screening, Interview, References, Offer, and Hired. Candidates move through stages as your team advances them — the pipeline tab counts keep everyone aligned at a glance.
Custom stage configuration is on our roadmap. Contact us if you have specific pipeline requirements and we will work with you directly.
The pipeline toolbar gives you several ways to narrow your view:
Stage tabs — click any tab (Added, Invited, Applied, etc.) to see only candidates at that stage.
Position filter — filter the pipeline to a single position or see all positions at once.
Location filter — narrow by office or region.
Date range — limit results to the last 7, 30, or 90 days, or a custom range.
Search — type any part of a candidate's name or email to find them instantly.
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.
Click the score icon on any pipeline row to see the component breakdown and manually adjust individual scores if needed.
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.
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 Organization → Sources.
When a candidate applies through one of those links, the source is automatically recorded on their application. You can see the source in the pipeline and filter or export by it. 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.
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.
Go to Settings → Apply Pages to preview and customize any position's apply experience.
Go to Settings → Apply Pages. 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.
Button colour — pick any hex colour. It applies to all Start and Submit buttons across every apply page via a single CSS variable.
Welcome text — click the pencil icon in the preview to edit the welcome message for each step directly in the page. Leave it blank and the card won't render for candidates.
Changes are previewed live in the builder before you publish.
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.
Position titles, descriptions, location names, and department names are all stored per language — so a French-speaking candidate sees the full experience in French, not just the UI chrome.
Contact us to configure which languages are active for your account.
Go to Organization → Details to set your organization's name, website, and logo. This information appears on all candidate-facing pages including Apply Pages and assessment invitations.
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.
If your organization uses multiple languages, department names are stored per language so candidates always see them in their preferred language.
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.
Like departments, location names support multiple languages.
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 Organization → 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.
AssessPro uses a simple credit model. You purchase a credit bundle and each completed assessment deducts one credit. Credits are only consumed when a candidate fully completes an assessment — invitations that go unanswered or are revoked do not consume credits. Reviewing resumes and moving candidates through pipeline stages is always free.
Invitations — when you send a candidate an invitation, one credit is reserved immediately. It is consumed when the candidate completes the assessment. If you revoke the invitation before submission, the reserved credit is returned in full.
Apply Pages — when a candidate starts an assessment through a public apply page, one credit is reserved. If they do not complete it, the credit is returned.
In both cases, a credit is only permanently deducted on full completion.
New invitations cannot be sent until you top up your balance. Candidates already in progress can complete their assessment without interruption. You will receive a notification when your balance runs low.
Credits do not expire. Once purchased they remain on your account indefinitely.
Templates let you save and reuse position configurations — requirements, weights, and attached assessments — so you do not have to rebuild them from scratch every time you open a similar role.
Go to Settings → Templates and click Add. Configure requirements and assessments the same way you would on a live position. When creating a new position, select a template to pre-populate its setup instantly.
Go to Settings → User Profile to update your display name, email address, and password. Changes take effect immediately — no need to sign out and back in.
AssessPro sends in-app notifications for key events — new applications, completed assessments, stage movements, and low credit balance alerts. The bell icon in the top navigation bar shows your unread count.
Notification preferences can be managed from Settings → Notifications.
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 an API key and configure webhook endpoints from the API Integration page.
AssessPro fires webhooks for the following events:
application.created — a new candidate has applied or been added to the pipeline.
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.
assessment.invited — an invitation has been sent to a candidate.
application.hired — a candidate has been marked as Hired.
Each event delivers a signed JSON payload to the URL you configure. Payloads can be verified using your webhook secret. See the API documentation for payload schemas and verification details.
Go to API → API Integration in the sidebar. Click Generate Key to create a new API key. Copy it immediately — for security reasons it is only shown once. Treat your API key like a password and never expose it in client-side code or public repositories.
You can revoke and regenerate your key at any time from the same page.
Yes. If you are moving from another ATS, HRIS (such as Dayforce, Workday, or BambooHR), or a spreadsheet-based process, we can migrate your data into AssessPro as part of your onboarding. We handle the full import so your team can hit the ground running from day one.
We can migrate:
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.
Candidates — your existing applicant pool, placed into the correct positions and pipeline stages so nothing is lost in the transition.
There are two ways to provide your data — choose whichever is easier for your team:
CSV export — export your data from your current system as CSV files (one per data type: locations, departments, positions, sources, candidates). We will map the columns, clean the data, and import everything. Most systems can export to CSV in a few clicks.
API token — if your current system has an API (Dayforce, Workday, and most modern HRIS platforms do), provide us with a read-only API token. We will pull the data directly from your system with no manual export required on your end.
Contact us to kick off your migration. We will walk you through the process and have your data live in AssessPro typically within one business day.
Yes. AssessPro stores all content (position titles, descriptions, location names, department names) in English, French, and Spanish simultaneously. If your source data includes translations, we import them all in one pass — no separate migration per language required.
If you only have data in one language today, we import that and you can add translations later directly in AssessPro.
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