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Meet the most candidate-friendly skills assessment platform.
This is Adaface
Hiring the best talent is more important than ever.

But the scale and nature of recruitment, combined with rising candidate expectations, makes it difficult to find the right fit.

That's why we're here. 1200+ companies from 75+ countries use Adaface’s pre-employment testing platform every day to find the most qualified candidates and close open roles faster.

3 things we’re changing about pre-employment tests

On-the-job skills testing with candidate-friendly tests,
customized to the open roles.

This helps us achieve the highest shortlisting accuracy, and the highest test taking rate in the market (86% for Adaface versus 30-50% for traditional pre-employment testing tools):
1
On-the-job skills testing
Non-googleable questions focused on on-the-job skills testing instead of theoretical questions/ puzzles
2
Candidate-friendly tests
Short (30-45 min) tests with a friendly chatbot assisstant, as opposed to a stressful test
3
Customized to the role
Custom tests tailored to the required skills & seniority level of the role, instead of one-size-fits-all tests

Why we started Adaface

TLDR; We believe that status quo tech assessment platforms are not a fair way for companies to evaluate talent because of their focus on trick questions. We started Adaface to help companies find great talent by assessing on-the-job skills required for a role.

The status quo

As more and more candidates started applying for roles, companies started looking for ways to automate the initial rounds of screening.


Traditional assessments use the equivalent of puzzles/ obscure computer science questions or niche algorithms that nobody ever uses in practice.


While it's great if someone's good at puzzles (even though this skill can be improved with practice), this is not a strong indicator of how good of an engineer someone is/ how good they're going to be in the role. Also, this way of measuring developer skills' has an inherent bias against more experienced developers.


As an interviewer it is very easy to forget how stressful the interview setting is for the interviewee. Having to write executable code for a very niche algorithm you studied at school (that too only if you were a CS major), and never really used in your time as an engineer in the real world, with the timer ticking, can be very intimidating! 😨


Ideal solution in an ideal world

A lot of developers who've previously faced these ridiculous tests suggest that companies talk to them instead of sending over a test. While this would be a no-brainer to do in an ideal scenario, this is not possible when you have 120 candidates applying for 1 role.


Yes, ideally you want to assess their ability to write clean, maintainable code, their experience with your tech stack and their ability to work collaboratively with the team to arrive at solutions to difficult problems. But before setting up a 2 hour interview with each of 120 candidates you want to know if the candidate can write ANY code. Anyone who has never been on the interviewer's side of the table will be surprised by how many candidates cannot write code.


For very senior engineering positions (8+ years of experience), it absolutely makes sense to interview every candidate who appears to be qualified for the role and it is quite doable as well since there are significantly fewer candidates.


The real world

Software engineers tend to not be good at selling themselves, and great candidates often massively undersell themselves on paper. At best, a resume screen helps you eliminate some candidates who are very clearly not qualified for the role and sort resumes by priority. Beyond that, using a resume filter has an inherent bias towards candidates with good credentials (education and work history).


Good programmers can come from anywhere, and using keyword matching means you're probably missing out on a lot of great candidates.


So, after that really long rant, what is it that we're trying to do?


What we’re building at Adaface

Pre-employment tests are here to stay. We're trying to make them better.


We're building a way for companies and candidates to quickly find out if they're a good fit. For companies to figure out who the best suited candidates for their role are, while still being humane with the interview process. And for candidates to figure out if they'd be a good fit. If ability/ experience expectations are mismatched, an in-person interview is a waste of time for all parties.


At Adaface, we set up 30-45 min candidate-friendly assessments that test for on-the-job skills. For each role in a company, our subject matter experts design a custom assessment based on the requirements of the role.


Here's what we're doing differently from the status quo:


  • Shorter assessments (30-45 mins) to make sure candidates can do it ASAP, they are investing as less time as possible, while still enough to showcase their expertise.
  • Custom assessments tailored to the requirements of the role (NO trick questions)
  • Questions at the simpler end of the spectrum (it is a screening interview) with a very generous time allowance (3x what it takes our team to write code for it)
  • Granular scoring that eliminates false positives and false negatives
  • Friendly candidate experience (hints for each question, friendly messaging and chatbot; average candidate NPS is 4.4/5)

Hopefully, you've gotten a good sense of why we started Adaface and we've convinced you it is a good idea. 🙂


Challenging the status quo is never easy, and we're looking for help from early adopters like yourself. We'd absolutely love for you to check out the product/ reach out! 🤩

⭐⭐⭐⭐⭐ I gave more then 15+ interview for this year, they some time get connect in phone call or in skype which seems quite time consuming as one need to wait for the call and then some time network issue or hardware issue, this interview seems very good as one can give it any time and is a virtually fit with new era of interview. Ada you are perfect..!!

It's very easy to share assessments with candidates and for candidates to use. We get good feedback from candidates about completing the tests. Adaface are very responsive and friendly to deal with.


Kirsty Wood, Human Resources, WillyWeather

hashtag image heart icon Kirsty Wood
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