Use a role-relevant situation.
Candidates face the ambiguity, stakeholders, constraints and trade-offs that matter in the target role.
STEP Hire, coming soon
Job-relevant work evidence before interview.
STEP Hire is being developed as a work-simulation evidence layer between application and manager interview. Candidates complete comparable, role-relevant work. Human decision owners review the evidence and confirm interview progression.
STEP Hire is not yet launched for live external hiring. The current product work is a synthetic, deterministic demonstration and requires buyer, legal, validation and operational readiness before use with candidates.
The hiring problem
A résumé can describe experience. It cannot show the decision being made.
Keyword filters and unstructured résumé review can miss how someone frames messy work, tests AI output, handles evidence, communicates uncertainty and escalates responsibly. STEP Hire is designed to add job-relevant work evidence before manager interview.
Review actions, not keyword matches.
The assessment design aims to give eligible candidates the same approved work context and a versioned rubric.
Keep people accountable for progression.
AI may assist with evidence processing, but configured checks and a human decision owner remain part of the progression workflow.
Proposed product model
From application to a better-informed interview.
STEP Hire is not another generic test catalogue. Its intended role is to create a structured work sample and a useful evidence handoff for the manager interview.
- 01Role analysis
- 02Comparable simulation
- 03Observable work
- 04Review controls
- 05Human confirmation
- 06Interview probes
Governance before scale
A promising product needs a defensible instrument.
Before live hiring use, the product needs role analysis, anchored rubrics, multiple scenarios or forms, reviewer calibration, accessibility and accommodation paths, audit records, legal review and a governed validation plan.
Structured interview progression.
- Job-relevant work samples.
- Evidence-linked review reasons.
- Configured human checks.
- Manager interview probes.
- Traceable progression decisions.
Accountability for consequential decisions.
- Confirming interview progression.
- Reviewing borderline or flagged cases.
- Handling appeals and accommodations.
- Interpreting evidence in context.
- Making final employment decisions outside STEP Hire.
No unearned fairness or prediction claim.
- Not bias-free hiring.
- Not validated job-performance prediction.
- Not proven adverse-impact reduction.
- Not autonomous adverse action.
- Not a final employment-offer system.
Design-partner programme
Start with one role and one honest pilot question.
The right early partner has a role where résumé signals are weak, managers can define credible work, candidate volume justifies a structured screen and the organisation can support validation, accessibility and human review.
- Define one role and its consequential work moments.
- Co-design job-relevant scenarios and evidence criteria.
- Calibrate the human-review workflow.
- Run in shadow or governed pilot mode.
- Measure candidate experience, reviewer effort and decision quality without overclaiming outcomes.
Help shape the first credible use case.
We are interested in design-partner conversations with talent leaders, hiring managers, assessment specialists and legal or people-governance teams.
Discuss a design-partner pilotSee work evidence before the interview.
Join a private product conversation about role relevance, human review and the evidence required for a defensible pilot.