01 / 04
Nothing we can't stand behind
Every candidate for a role answers the same situations, and the report is ready the moment they finish. When we can't read a result with confidence, we hold it back and return the credit.
We help product teams find who fits
uxerhub matches companies with the product people who suit them: designers, product managers, researchers and engineers. Every team needs a different profile, and good people differ too. We help both sides see the fit before the first interview.
Why we exist
Engineering solved candidate evaluation years ago. Imperfectly, often unpleasantly, but it solved it: there’s a technical interview, a standard exercise, and a shared idea of what good looks like.
For the roles that decide what gets built (design, product, research, front-end), nothing equivalent ever existed. The state of the art remained a portfolio and a conversation, both of which reward presentation and neither of which can show what someone does when the brief is wrong or the plan breaks.
Generative AI then removed what little signal those artefacts still carried. A convincing case study now takes four minutes to produce, whether or not the work behind it ever happened.
So we built the missing instrument, and we’re taking the time to build it properly.
How we work
Four rules the product is built around
02 / 04
Fit, not a ranking
There are no right or wrong answers. The report shows how close each person is to the profile you described, so someone who isn't right for you may be the best fit for the next team.
03 / 04
You choose what matters, we keep the case private
You decide which capabilities your role can't do without, and the report is read against your choice. The situations themselves stay confidential, because a process you can rehearse stops telling you anything.
04 / 04
A judgment about a person is never a black box
Reports are decision aids and say so. Candidates can request human review, get a copy of everything held about them, and have it deleted. European law requires it, and we'd do it anyway.
Commitments
Five things we won’t do
A company that assesses people should be judged on what it refuses to do. Here’s our list.
01 / 05
We won't run personality tests
Self-report inventories predict job performance weakly, create legal exposure in selection, and the desirable answer is always obvious to the person filling them in. We measure soft skills inside the work or leave them out.
02 / 05
We won't charge candidates
Candidates pay nothing for the assessment, their report or a fuller profile. Charging the person looking for work would corrupt the incentive behind every report we send.
03 / 05
We won't sell or share candidate data
A report goes to the company that requested it and to the candidate. It goes nowhere else, and never to another company without the candidate's explicit permission.
04 / 05
We won't invent proof
You won't find fabricated testimonials, logos of companies that aren't customers, or statistics without a source you can click. When we have benchmark data it'll be because we ran the assessments, and we'll say how many.
05 / 05
We won't become a test library
We cover six roles that build the product, and we intend to keep it that way. Four hundred shallow tests is a different product that already exists, and adding breadth would cost us the depth we have.
Where we are
uxerhub is in closed beta, with six product roles: product designer, product manager, UX researcher, frontend engineer, design engineer and UX writer.
We won’t dress that up with invented numbers. When we publish benchmark percentiles it’ll be because we’ve run enough assessments to make them mean something, and we’ll say how many. Until then, judge us on the reports.
We’re a remote team, working across Europe. Write to us at hello@uxerhub.com, including when you think we got something wrong. We change things when somebody makes a good argument.
You have a role open right now
Request access and your first candidate is on us. Setting up the role takes about ninety seconds.