Send us the job description. We build a structured proficiency assessment for that role: panel interview, practical exercise, case study, and a weighted scorecard. Your panel scores evidence rather than confidence.
A generic interview tells you who presents well. A role-specific assessment tells you who can do the work in the job description, with the data, the tools, and the stakeholders they will face.
Every job description makes claims about what the role needs. We turn those claims into a competency framework, weight each competency the way your business does, and design tasks that produce scoreable evidence for each one.
The result is a single weighted score per candidate, backed by item-level evidence notes: a decision you can explain to the candidate, to leadership, and to an auditor.
Every scored item maps to a weighted competency, and the scorecard rolls everything up into a single result, so there is no separate weighting to argue about on the day.
Ten competency-based questions with the reason each is asked, what a strong answer contains, the red flags, and an optional probe, asked in the same words to every candidate.
A realistic, anonymised dataset built for the role, with patterns and faults planted in it. A confidential marking key tells the panel exactly what a 3 finds and what separates a 5.
A scenario brief sent ahead of the day. The candidate presents a plan; the panel scores judgement and approach using prepared Q&A probes rather than insider knowledge of your business.
Every item is scored on an anchored 1–5 scale. The workbook applies the competency weights, places each candidate in a recommendation band, and ranks candidates side by side.
You bring the role. We bring the method. Your panel runs the day, or we grade the submissions for you.
Share the job description, the platforms the role uses, and who the hire reports to. That is all we need to start.
We map the job description to a small set of competencies and confirm the weights with you, so the score reflects what the role values most.
Assessor guide, candidate brief, practical dataset, marking key, and scorecard, ready for your panel with a suggested running order.
Your panel runs the day. Optionally, we grade the practical and case study and return a findings report per candidate.
Every CV says strong reconciliations and month-end experience. The panel needs to know who can actually close the books.
From the job description we set five weighted competencies, with technical accounting and controls carrying the largest share of the score. Candidates present a plan to shorten the month-end close, answer a structured interview, and work a trial balance and bank reconciliation with errors planted in it, under time.
The panel gets one weighted score per candidate, a recommendation band, and evidence notes per competency. Candidates who interview equally well usually separate on the practical, and the findings report shows the panel exactly where.
An illustrative example. Client engagements and their assessment packs stay confidential.
Panellists score independently against a written scale, then agree a consensus score per item. The workbook does the arithmetic and places each candidate in a band.
A score of 2 or below on any core-skill item triggers a panel discussion regardless of the total.
The job description, the platforms and tools the role works in, and the reporting line. If you have a view on which competencies matter most, we will use it; if not, we propose weights for you to confirm.
Your panel does, using the assessor guide. It contains the questions, model answers, marking key, and moderation rules, and it is written so a panel can run the day without us in the room. We can also grade the practical exercise and case study and return a findings report per candidate.
No. Candidates receive only the candidate brief and the practical dataset. The assessor guide, marking key, and item scores stay with the panel. For feedback requests, you share competency-level strengths and gaps only.
It is representative and anonymised, built to look like the data the role will actually work with. We plant specific patterns and faults in it so that the marking key can say exactly what a strong candidate should find.
Send the job description and we will come back with a proposed competency framework and what the assessment pack would look like for that role.
Packs from R28,500 per role. See the full pricing →