Recruitment
WiseWorld is a pre-interview behavioral assessment from your job description. Rank candidates on job-related scenarios and send managers a shortlist with evidence.
Your reference profile
All 44 soft skills, ranked for this role.
The missing data
CVs show credentials. Interviews show impressions. Neither gives you comparable behavioral evidence before managers pick a shortlist.
Per hire spent judging soft skills in interviews, with no shared definition of what “good” looks like
Prepzo 2026
Average interview hours per hire, where soft skills usually get decided
Ashby 2026
Of soft skills evaluation spend is interview labor, not assessment tools
SHRM 2025
From opinions to evidence
A pre-interview behavioral assessment scores every qualified candidate on job-related scenarios, before the manager interview. One standard from your job description, ranked shortlist with evidence.
Soft skills arrive at Interview
Late, subjective signal
42 days
€4,596
14 days faster · €1,197 lower cost
Soft skills shape decisions from Plan
Soft skills layer starts here
28 days
€3,399
Your workflow
Build your soft skills assessment from the job description: confirm the job scenario, send one link. 1 min to list candidates after they finish, with the same behavioral standard for everyone.
Paste the job description. See the soft skills this role needs in 10 min.
Review what candidates will face. Edit if you want. Publish.
Candidates finish on their time. List ranked candidates in ~1 min with scores, gaps, and questions to ask.
Will candidates do it?
Candidates finish when the exercise reflects real work, not a personality quiz, not a recorded AI interview, and not a form they can rehearse.
Candidates complete the full assessment, start to finish
Average completion time, on their own schedule
Candidates assessed on WiseWorld
What lands on your desk
Every name on your shortlist comes with proof: a match score, a skill profile mapped to the role, and an interview brief for the hiring manager.
A 0–100 score built from what candidates actually did in a real work scenario. Everyone faces the same situation, then ranks by who best matches the role's soft skills profile.
See each candidate's results mapped onto the role's soft skills profile. Spot exactly which skills meet the role and which fall short, using the full 44-skill framework as a shared language for human skills.
A short read on where they fit and what to ask about in the manager interview, plus interview questions tied to each candidate's real performance.
Not a one-off test
The soft skills profile and scores from hiring stay with the person after day one. Onboarding starts with evidence: strengths to use, skills to develop, and context managers can act on immediately.
Onboarding profile ready
Selected candidate · soft skills context
Strengths to use
The skills they already demonstrate and can put to work immediately.
Skills to develop
The gaps against the role that should shape their growth plan.
How the team can help
Clear context for managers and colleagues to coach and collaborate.
See it on your role
Start with one urgent role. Get ranked scores against the job description profile, plus gaps and questions for managers.
Or paste a job description above to try it yourself.
Assess candidates after AI resumes
Candidates can polish a CV or rehearse interview answers. They cannot rehearse a live job scenario with no answer key. You rank on what they do in the moment, not what they claim on paper.
Read the post-GenAI hiring guideLive, not a form
Every scenario unfolds based on what the candidate says.
Your job, not a generic quiz
The scenario comes from the job description.
Evidence before the interview
You see how they communicate, decide, and react, as it happens.
Personality test alternative
All 44 soft skills come from peer-style research and 3,400+ real assessments. We also read 563 European software engineer job posts to see what employers actually write. It reads how someone communicates, decides, and reacts in a job scenario. Same standard for everyone.
Interview time you can reclaim
Teams phone-screen everyone and run personality tests that still don't show job behavior. Here's what it costs to screen 20 applicants before interviews, both ways.
Example scenario: 1 open role, 20 qualified applicants
Without WiseWorld
~€860
€620 phone calls + €240 personality tests, for all 20 applicants
Time ~8 hours
phone screens with every applicant, plus test admin
With WiseWorld
€100
WiseWorld behavioural assessment, for all 20 applicants
Time 10 min
10 min to create the assessment roleplay from your job description. 1 min to list candidates after they finish.
Compliant by design
Every candidate is scored on the same job description standard. GDPR-ready processing, a private applicant space per candidate, and human final decisions.
GDPR compliant
Same rubric for every candidate
AI assists, humans decide
Isolated Hiring Space for applicants
Compared to what you use now
Screening tools show credentials and self-report. WiseWorld shows what candidates actually do in a job scenario, comparable evidence hiring managers can use before the panel.
Swipe to compare all four options →
| Most completeWiseWorld | Phone screen | Personality test | AI video (HireVue) | |
|---|---|---|---|---|
| Sees what candidates do, not what they wrote | Yes | Partial | No | Partial |
| Same skill rubric for every candidate | Yes | No | Yes | Yes |
| Changes with each answer. Can't guess the right answer | Yes | Partial | No | No |
| Mapped to your role, not a generic test | Yes | No | Partial | Partial |
| Shortlist ready before manager calls | Yes | No | Yes | Yes |
| Evidence brief before the panel meets | Yes | Partial | Partial | Partial |
Fits your ATS
Add behavioral assessment where you already run hiring. No new funnel to learn.
Who passed qualification
~30 minutes on their time
List ranked candidates in ~1 min
Which recruiter are you?
Tap a situation to see how we solve it
Recruitment research
Original studies and guides on pre-interview behavioral assessment, hiring funnel gaps, and soft skills validity. Browse recruitment research.
A pre-interview behavioral assessment ranks qualified candidates on job-like scenarios after resume screening and before the hiring manager interview. Recruiters get a scored shortlist with evidence managers can review, so manager time goes to the strongest fits.
What soft skills appear most in pharma job descriptions? Accountability appears in 65% of posts, Collaboration in 63%, and External Relations in 47%, based on 4,920 LinkedIn listings from 126 large biotech and drug companies mapped to the WiseWorld PowerWheel (44 skills in six groups). The picture changes sharply by employer. Compare your wording with the companies competing for your talent, then check whether your interview asks candidates to demonstrate the same behaviours.
How do you assess candidates after AI resume screening? Use the resume to qualify, not to prove fit. After qualification, run one job-built exercise from the role, rank on observed actions, and share evidence with hiring managers before the live interview.
Before you decide
Recruiter workflows, behavioral evidence in hiring, and why job scenarios beat self-report.
Build a better shortlist
One job description. One standard. Clear evidence.
Or Paste a job description to try it yourself.