Your first candidate is free
No card, no call, no demo. Assess one real candidate from the role you have open right now, and decide from the report rather than from this page.
Free
your first candidate
One assessment, scored and reported. No card and no call — the same report a paying customer receives.
Start free$89
starter pack · 5 candidates
Enough to see it work on people you know. Credits never expire, and one is only spent when a candidate starts.
Buy credits$290Save 19%
one role · 20 candidates
A whole hire, start to finish. Same report, same instrument — you are buying more of it, not a better version.
Buy credits$690Save 35%
several roles · 60 candidates
Three or four hires whenever they come up, or an agency running more than one process at a time.
Buy creditsNo subscription, and nothing expires. You buy a hire, not a year of software. Credits sit there until a candidate starts one — if a role gets put on hold, so does what you paid for.
Prices in USD, excluding VAT. Candidates never pay.
Every plan includes the same assessment
There is no cut-down tier. A cheaper plan buys fewer candidates, never a weaker report — a partial assessment would be worse than none at all.
- Twelve situations for the role you choose, about fifteen minutes of the candidate's time
- A role profile you set yourself — up to three capabilities the hire cannot do without
- A report the second they finish, with a recommendation rather than a bare score
- The three questions worth asking that candidate in the interview
- Human review of any result, on request, at no cost
- Results we cannot honestly read are withheld and the credit returned
- Unlimited assessment links, and credits that never expire
Alternatives
What the alternatives cost you
| Approach | Typical cost | What it tells you |
|---|---|---|
| A wrong hire | $40,000+ and four months | Eventually. The hard way |
| Recruitment agency | 15–25% of first-year salary | Who applied, not who is good |
| Your own take-home | 4–6 hours of your design lead | Not comparable between candidates |
| uxerhub | Start for free | A scored report with evidence |
What people ask us
The six objections, answered
Then you already know its three problems. It is not comparable — one candidate spends two hours and another spends the weekend, so you end up ranking availability. It loses your best people, because anyone with three live processes turns down a weekend of unpaid work. And it has no outside reference: you learn which one you preferred, not whether either is any good. This takes fifteen minutes of theirs and none of your design lead's.
It measures one thing, on purpose. Not craft, not tooling, not how they present — judgment. Twelve situations where every option is something a sensible professional might do, and what informs the profile is which action they reach for first and which they rule out. Ruling something out is the part a portfolio never shows you. If you want to see their craft, look at their work; that is what a portfolio is genuinely good for.
It buys them very little here. There is no essay to generate and no artefact to polish — every option is already written and defensible, so a model has nothing to improve on. What it cannot do is know which of four reasonable actions this particular person would take first. And we flag the patterns that show someone answered without reading: the same position chosen over and over, or the whole thing done faster than it can be read. Those results are withheld and your credit comes back.
No, and that is deliberate: an exam you can prepare for stops measuring anything. What is public is everything that matters for trusting it — the six capabilities that belong to each role, the four style scales, that the weights are yours rather than ours, and that no option is the correct one. You know what is measured. Nobody gets to rehearse how it is asked.
There is no person in the loop and no language model in the scoring path. The same twelve situations, the same arithmetic, every time — which is why the report appears the second a candidate finishes. What changes between two companies is not the scoring, it is the weighting: you say which capabilities this role cannot do without, and the same candidate reads differently for a different brief. That is the honest kind of subjective, and it is yours.
Fifteen minutes is not a test, it is a questionnaire. They are told before they start that there are no right answers, that the company in the situations is fictional so nobody is working for free, and that we measure how they decide rather than how they present. And it is once, not once per company: if another company asks for the same assessment in the next six months, they do not sit it again.
Then that hire matters more to you than to anyone, and getting it wrong costs a full salary and half a year. Your first candidate is free, with no card. Use it on the process you have open right now.
What the assessment actually measuresHow it compares to the alternatives
You have an open role right now.
Invite one candidate and read their report the moment they finish.