Skills assessment platform to identify qualified developers accurately using an intelligent chatbot with in-built code editor
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"With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!"
- Brandon Lee, Head of People, Love, Bonito
Customized by subject matter experts to cater to job roles for all experience levels (fresh grads to 8-10 years) within your organization.
Adaface assessments have an average test taking rate of 86% as compared to an industry standard of 50%.
Adaface assessments have relevant questions that test for on-the-job skills. We do not expect candidates to solve puzzles/ trick questions.
Question 1: What is your opinion of this UX of setting an alarm with a phone assistant?
A: This is bad UX, this should be a feature in settings so that the user can choose the definition of tomorrow
B: This is good UX, to make sure the alarm is set for the correct data since tomorrow can be interpreted differently during late night/ early morning hours
C: This is bad UX, since now the user needs to click on an additional button
Question 2: You have been hired as a tester in Microsoft's Scrum team. You are testing an application you see that the error message format and text are inconsistent. For example, if the user enters an invalid email address, the error message "Invalid input" is shown in a red font whereas when they enter an invalid contact number they get the error message "The contact number you have entered is not in a valid format. Please enter the contact number as (xx) xxxxxxx" in a blue font. The stories do not specify how the error messages should appear. What would you do?
A: Appeal to the scrum master to intervene and instruct the developers to use a standard error message template that will force a consistent font and color for all error messages of this type
B: Write a defect report for the first instance since that message should have more information for the user
C: Nothing. Since the stories do not specify the error message text or format, the implementation is up to the discretion of the developer
D: Request a meeting with the developers to discuss the consistency problems and help guide the discussion to determine the error message standards for the project
"The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening."
- Human Resources Manager, Singapore Government
Adaface Product Manager Test will be customized to accurately evaluate on-the-job skills required for your role.
This assessment test is useful when you are hiring candidates for roles like - Product Manager.
The assessment will have 20 multiple choice questions (MCQ) and will take ~45 minutes. We can also combine multiple skills into one assessment.
We use multiple factors to customize the assessment to your role:
(100% free to get started, no credit card required)
You should expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- tandardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about what we do differently at Adaface here.
We have the following anti-cheating features in place:
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best developer for the role. So the ideal way to use an assessment is to decide a threshold score (typically 60%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
Each Adaface assessment is customized to your job description/ ideal developer persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for Java developer roles for any experience level (unless the role is primarily a leadership/ non-programming role, we do not recommend you a use any automated assessments in that case).
Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.
No. Unfortunately, we do not support practice tests at the moment.
Please get in touch, we'll create a custom plan for you based on the number of assessments you need.
You can sign up for free and check out the platform here. The dashboard has a sample assessment for you to review the quality of questions and check out the candidate experience of a chat based assessment. Since our questions are premium, we are unable to share sample questions for a particular skill/ technology.
Check out our quick guide on requesting a custom assessment here.
You request a custom assessment via the dashboard.
Our subject matter experts review your assessment request and select the right questions to evaluate candidates for that role from our library of 10000+ questions.
You get an email when the assessment is ready for use (within a maximum 48 hours of creating the request).
Voila! You can start inviting candidates. You can read more about custom assessments here.
Product management is an organizational function that guides every step of a product’s lifecycle: from development, to positioning and pricing, by focusing on the product and its customers first and foremost. In tech, where entrenched products are quickly uprooted by newer and better solutions, there is more need than ever for an intimate understanding of customers and the ability to create tailored solutions for them.
A product manager is the person who identifies the customer need and the larger business objectives that a product or feature will fulfill, articulates what success looks like for a product, and rallies a team to turn that vision into a reality.
Product management encompasses a broad set of ongoing strategic responsibilities. They shouldn’t be responsible for the ground-level details of the development process.
This product manager test helps recruiters and hiring managers evaluate product management capabilities of a candidate.
Typical responsibilities of a product manager include:
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience. Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.
Tired of traditional assessments with trick questions and low completion rates?
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
The best practices for implmenting pre-employment testing in your company.
(100% free to get started, no credit card required)
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