The uxerhub alternative to Adaface, for product roles
By Sergio Gualda · 6 min read · Updated
Adaface runs scenario-based skill tests, around forty minutes, from a library its site puts at 500+ tests, with unusual depth in engineering — coding across 35+ languages, cognitive ability, business tools. uxerhub covers six product roles with one instrument that measures judgment rather than skill. For a front-end engineer they overlap and the honest answer is that they measure different halves of the same person: Adaface tells you whether the code works, uxerhub tells you what they would build when the brief is wrong.
What Adaface does better
Technical depth. Coding tests across 35+ programming languages and 20+ frameworks, cognitive ability, SQL, data analysis — that is a real library built by people who care about the domain, and nothing we have touches it.
Their stated design principle is also right: scenario-based questions about the actual job rather than trick puzzles. That is the same instinct behind our situations, applied to a domain where answers can be checked.
And for engineering hires generally, a test that verifies whether someone can write working code is not optional. If you are hiring a front-end engineer and you only run uxerhub, you have measured how they decide and learned nothing about whether they can ship.
Side by side
Everything in the Adaface column comes from their own public site. Where they do not publish something, this says so rather than guessing.
| Adaface | uxerhub | |
|---|---|---|
| Where it is strongest | Roles where the answer can be checked: code, SQL, tools, cognition | Roles where it cannot: what to build, what to cut, what to refuse |
| Library | 500+ ready-made tests across engineering, business, language and psychometrics | One instrument. Six roles. Six question banks, same construction. |
| Correct answers | Yes — the test knows which answer is right | No. Every option is something a sensible professional might do; what is measured is which one they choose. |
| Length | Around 40 minutes | About 15 minutes, no countdown |
| Role weighting | Pick the test that matches the role | Describe the role, and the same test scores differently for it |
| Personality testing | Offers validated personality and psychometric tests | None. Four style scales place how someone works — pace, breadth, structure, autonomy — and are deliberately not scored, because neither end is better. |
Which one you should pick
Choose Adaface if
- You are hiring engineers and need to verify they can actually build.
- You want cognitive ability or validated psychometrics in the process.
- You hire across business functions and want one library for all of them.
- The roles you hire for have verifiable right answers.
Choose uxerhub if
- You are hiring designers, PMs, researchers or writers, where nothing is verifiable in that sense.
- Your shortlist is four people who all pass the technical bar and you still cannot choose.
- You want the score to reflect what this job needs, not what the role is called.
- You want a report in fifteen minutes of candidate time, not forty.
For a front-end or design engineer, run both
This is the one comparison where the answer is genuinely 'both', and pretending otherwise would be dishonest.
A front-end engineer who cannot write reliable code is not hireable, and no amount of good judgment fixes that — run the coding test. But every team that has hired one knows the second failure mode: the engineer who builds exactly what the ticket says, ships it, and never once asks what happens when that list is empty, or when the string is three times longer than the mock, or when one card fails and the others do not. That failure is invisible to a coding test and it is what our front-end bank is built to surface.
The sequence that makes sense: technical test as a gate, uxerhub to decide among everyone who cleared it.
Why we do not run personality tests
Adaface offers validated psychometrics and is straightforward about it. We do not offer them at all, and the reason is not that they do not work — it is that what they measure is stable across every job a person will ever hold, and hiring decisions are about a specific job.
We do place how someone works on four bipolar scales — pace, breadth, structure, autonomy. They are never scored and never subtract from a capability. They exist for one purpose: to show where a genuinely strong candidate would still rub against your particular team, so you can decide whether that friction is a problem or the point.
Frequently asked
- Does uxerhub test coding?
- No. Our front-end and design engineer banks measure how someone decides what to build and what to push back on — not whether the code compiles. For that, use a coding test. The two answer different questions about the same hire.
- Adaface tests are 40 minutes and yours are 15. Is shorter worse?
- It is shorter because it measures less. We measure judgment across six capabilities and nothing else — no cognitive battery, no tool proficiency, no language check. Fifteen minutes is what that takes, and asking for forty to look more rigorous would be padding a candidate's unpaid time.
- Can I use uxerhub for a data scientist or a backend engineer?
- No, and we will not build it. We cover six roles that build the product experience and whose work is deciding under ambiguity. Backend, data and infrastructure are out of scope by design — a wider catalogue would cost us the depth that is the whole point.