a candidate fit assessment for product teams, built on situational judgment
Know which finalist fits the job
Describe who your team needs once. Candidates spend about fifteen minutes on real work situations, with no right or wrong answers, and you see who fits the moment they finish.
Your first candidate is free. No card needed.
Candidates
10 total · 3 with a report · 2 in progress
6C9FAEReport ready17 Aug6C9FAEIn progress16 Aug6C9FAEReport ready15 AugB41D07Not opened14 AugB41D07Could not be read12 AugFrom open role to shortlist
Choose the role, what it should lead with and how your team works. It takes about ninety seconds.
Send it to each candidate or paste it in your job ad. There’s nothing to install and nothing to schedule.
Short, varied situations from the day-to-day of the role. No right or wrong answers, about fifteen minutes, on any device.
The report is ready when they finish: how close each person is to your profile, and questions for the interview.
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What it is, and what it isn’t
| Category | Is it? | Why |
|---|---|---|
| A situational judgment test | Yes | Twelve written situations drawn from the day-to-day work of the role. It shows how someone decides when the brief is unclear and the plan changes. |
| Read against a specific job | Yes | You describe what the role can’t do without, and the report is read against that. The same candidate can be the right call for one job and the wrong one for another. |
| A skills test | No | There’s nothing to memorise and nothing to revise for. It looks at judgment rather than knowledge. |
| A personality test | No | It doesn’t label anyone as a type. How someone prefers to work is described and never held against them. |
| A cognitive or aptitude test | No | No puzzles, no countdown and nothing with a single solution. |
| A coding test | No | For engineering roles it looks at what someone decides to build and what they push back on. Whether the code compiles never comes into it. |
| A take-home assignment | No | Nothing is produced and nothing is submitted for review. Fifteen minutes, identical for every candidate, so the results are comparable. |
| An AI interview | No | Nobody is recorded. There’s no camera or microphone, and no video to watch back. |
| A proctored exam | No | Nothing is locked down or monitored. Candidates sit it in their own time and can pause. |
| A job board or a recruitment agency | No | Candidate profiles aren’t published or ranked publicly, and candidate data is never sold. |
Your first candidate is free
The full report, the same one paying teams get, with no card and no call. Try it on the role you have open now and decide from the result.
Questions
No. There are no right or wrong answers. Each person ends up with a profile, and the report shows how close it is to the one you described. Someone who isn’t right for your team may be the best fit for the next one.
Keep it for the final round if it helps. Use uxerhub before it, so the people who spend a weekend on your exercise are the ones most likely to suit the role.
It shows how someone decides in the situations your role runs into every week, and how they like to work. For craft, look at their portfolio. The report tells you what to check there.
There’s no essay to generate and nothing to polish, so a model has very little to add. If a result can’t be read with confidence, we hold it back and return your credit.
You choose what the role needs and you see the full report. The situations stay private so nobody can rehearse them.
Read these before you decide
9 min read
How to hire a product designer
Hiring a product designer well comes down to assessing decisions rather than screens: whether they reframe a badly posed brief, what they ask before designing, what they cut when resources disappear, how they respond when a constraint changes, and whether they can name the weakest part of their own proposal. Visual craft is necessary, but it's the easiest thing to verify and the least predictive of seniority.
Read it10 min read
Product design interview questions worth asking
Most design interview questions fail because a well-prepared candidate can answer them from their portfolio. Questions that discriminate share one property: they need information the candidate could only have if they were actually in the room, such as a decision that went wrong, a constraint they lost to, or a thing they'd cut.
Read it10 min read
Personality tests for hiring designers: what they actually measure
Self-report personality instruments measure what a candidate believes about themselves, or what they think you want to hear, which in a hiring context comes to the same thing. They predict job performance far more weakly than work samples, create legal exposure when used as a selection gate, and are visibly resented by experienced candidates.
Read it