Trait quizzes
Self-report personality tests are easy to game and weakly tied to on-the-job behavior.
O*NET / ESCO · validated competencies
Résumés list credentials. We show how people actually behave under pressure.
hire.center drops each candidate into a live, AI-driven workplace crisis and measures how they communicate, negotiate and decide when it's hard — scored 1–5 with quote-backed evidence for every judgment.
AI-assisted and advisory only — a human always makes the hiring decision.
Live simulation
Turn 4
Mark · CEOThe launch is in two days and we've found a critical bug. What's your plan?
Samantha · Lead DevA hotfix is ~4 hours; a full fix is 2 days. Which way?
CandidateLet's stay calm — Samantha, scope the hotfix; Mark, I'll draft client comms and we ship a staged rollout tonight.
Mark · CEOGood call. Do it — keep me posted.
CandidateOn it. Client note out in 15 minutes; I'll confirm the staging window with Samantha.
Scored 1–5 per competency, with the candidate's exact words as evidence.
The problem
The behaviors that decide the hire are the ones you can't see on paper
Interviews reward rehearsal. Résumés reward keywords. Neither shows you how a person holds a room when a launch is on fire, a client is furious, or two teammates disagree. That gap is where mis-hires come from — and it's exactly what a behavioral simulation makes observable.
One-way video
Recorded answers to canned questions measure polish and confidence, not real decisions.
A live crisis
A dynamic, multi-character scenario that reacts to the candidate and surfaces genuine judgment.
How it works
From role to evidence in four steps
Set up a role in minutes. Every candidate gets the same rigorous, structured experience — and you get a defensible scorecard, not a gut feeling.
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1
Pick the role
Search any occupation. We pull its standard skill profile from the self-hosted O*NET database and pre-select the skills that matter most for that job.
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2
Confirm the blueprint
Keep 2–8 skills. The Composure Profile — Stress Tolerance, Self-Control, Adaptability, Cooperation, Empathy — is always measured, free.
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3
Candidate runs the simulation
One ~15-minute live workplace crisis, tailored to the role's pressures and job zone. It pushes back, so rehearsed answers don't survive.
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4
Read the evidence
A scorecard with a 1–5 score per skill, each backed by a verbatim, server-verified quote. You decide — the tool never does.
What we measure
Two axes: the skills the job needs, and the composure to use them
Every scenario scores role-specific transferable skills from a shared, defensible taxonomy — plus a fixed five-trait Composure Profile that travels with every assessment.
Social & Team
Social PerceptivenessCoordinationNegotiationPersuasionInstructingService Orientation
Problem Solving & Systems
Complex Problem SolvingJudgment & Decision MakingSystems AnalysisMonitoring
Strategic & Resources
Time ManagementPersonnel ResourcesMaterial ResourcesFinancial Resources
The Composure Profile
Stress ToleranceSelf-ControlAdaptabilityCooperationEmpathy
Grounded in O*NET Work Styles (element 1.D). This is the behavior-under-pressure signal that a keyword-matched résumé can never give you.
Why it holds up
Evidence you can defend — to a hiring manager or a regulator
Quote-backed scoring
Every score cites the candidate's own words. If the transcript doesn't support a score, the model returns "insufficient evidence" instead of guessing.
Grounded in public science
Skills map to the U.S. Department of Labor's O*NET and the EU's ESCO taxonomies — not a proprietary black box. See the method.
Human always decides
Output is explicitly advisory. That human-in-the-loop design is how we align with the EU AI Act for high-risk hiring tools.
Built for the regulated era of hiring AI
Fairness and compliance are the product, not a disclaimer
Hiring AI is now regulated — the EU AI Act treats employment tools as high-risk, and laws like NYC Local Law 144 demand bias auditing. We designed for that world from day one.
EU AI Act–aligned
Human-in-the-loop, logged decisions, transparency to candidates, and technical documentation.
EU AI Act →Fairness by design
Structured, identical scenarios; construct-focused scoring; no résumé, name or demographic signals in the judgment.
Fairness & validity →Privacy-first
EU-hosted data, clear retention, candidate rights, and no training of third-party models on your data.
Security & privacy →
By the numbers
Assessment-centre depth, self-serve simplicity
14assessable transferable skills
5Composure Profile traits, always free
~15 minper candidate, one live scenario
$49to start · 12 free credits on signup
FAQ
Straight answers
Is the AI making the hiring decision?
No. hire.center is decision-support only — it produces an advisory assessment, and a human always makes the final hiring decision. This is core to our design and to how we meet the EU AI Act.
What does it actually measure?
Fourteen validated transferable skills mapped to the O*NET and ESCO taxonomies, plus a five-trait Composure Profile — each scored 1–5 with a verbatim quote from the candidate as evidence.
How long does an assessment take?
About 15 minutes. Each candidate faces one live, multi-character workplace crisis built from the role's blueprint skills. Scoring covers every blueprint skill plus the full Composure Profile.
How does pricing work?
Prepaid credits — 1 credit per skill evaluated per candidate. You choose 2–8 skills per role, so a typical assessment is 4–5 credits; the Composure Profile is always free. You get 12 free credits on signup, and credits never expire. See pricing.
See a real scorecard in about 15 minutes
Create a role, run the simulation yourself, and read the quote-backed evidence. 12 free credits — no card required.