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Assess logical reasoning, behavioral profile and languages across thousands of applicants, with an experience that respects candidates from start to finish.
| # | Candidate | Logical reasoning | English | Profile |
|---|---|---|---|---|
| 1 | JPJulia Prado | 96 | C1 | DISC: Influence |
| 2 | LNLucas Nunes | 94 | B2 | Big Five: Openness high |
| 3 | RARafaela Alves | 93 | C1 | DISC: Steadiness |
| 4 | TMThiago Moura | 91 | B2 | Big Five: Openness high |
Early careers hiring is the process of selecting students and recent graduates for internships and graduate programs, where there is little work history to assess and thousands of applicants for the same cohort. Coodesh turns each stage into a single candidate journey: logical reasoning, behavioral profile, language, an AI Interview and a case study for finalists, with the same criteria for everyone and a human review before every decision.
Early-career applicants have short résumés, and filtering by university or past experience leaves real potential out. At the same time, the volume makes it impossible to interview everyone. Measuring skills in an online assessment solves both problems, as long as the candidate experience holds up: clear deadlines, accessibility, feedback at the end and a person on your team making the final call.
Split the assessment into sections with their own weights, such as logical reasoning, language and behavioral profile. Save the AI Interview and case study for those who move on.
Share a link with a source marker for each channel, or bulk invite from a spreadsheet, and set the opening and closing dates.
Within the window, each person schedules a day and time to take the assessment and gets a Google or Outlook invite plus an email reminder.
Score bands organize the queue. Your team reviews who moves forward, decides and releases results to the whole cohort on the date you set.
Each feature helps you assess thousands of people with the same criteria while treating first-time candidates well.
Cognitive ability tests from the library measure logical reasoning. In FAST assessments, adaptive testing adjusts difficulty to performance and measures each person at their level with fewer questions.
DISC and Big Five describe how a person tends to work and help you prepare the interview. They support a decision, with no better or worse profile.
English and Spanish proficiency tests, plus audio or video answers when you want to hear the candidate speak.
The AI Interview asks everyone the same questions, in the language the candidate chooses. In the Introduction question, candidates record a video about themselves, with the length and attempts you set.
For software roles, beginner-level coding questions run in a browser IDE and are graded by unit tests.
An internship program does not need the same rules as a critical senior role. Each assessment sets which proctoring signals to record and how much each one weighs.
A shareable link, logical reasoning and a Language Test handle the first screen. Only those who move forward reach the AI Interview and the conversation with managers.
Weighted sections, a case study delivered as a file and a video introduction show more than a résumé, and the assessment list shows the funnel by status at every stage.
The accessibility menu, Face Control and extra time let candidates with disabilities take the same assessment as everyone else.
Start for free and build every stage of your program with the same criteria for all applicants.
Split the process into stages. First, an online assessment with logical reasoning, language and a behavioral profile, sent through a shareable link or bulk invites, narrows the volume without tying up your team. Score bands organize the results, and those who move forward go on to the AI Interview and a case study. Manager interviews are for finalists, and a person on your team makes the call at every stage.
In the Coodesh library, the Cognitive Ability type groups tests of logical reasoning and mental agility, graded automatically. You add the test to the assessment, set its weight in the final score and combine it with other stages, such as language and behavioral profile. In FAST assessments, adaptive testing adjusts difficulty to each person's performance, which keeps the test shorter and measures every candidate at their own level.
You control what each person sees and when. You can hide scores and schedule the results release for a few days later or a fixed date, the same for the whole cohort, or send results manually. Candidates who reach the minimum score can get a certificate by email. If a candidate finds a question ambiguous, they can contest it during the test, and your company decides whether to credit that person or void the question for everyone.
Start with prevention: shuffle questions, set an opening and closing window and use adaptive testing, where the questions depend on each person's performance. Proctoring logs signals such as tab switching and pasted text, and each assessment sets how much every signal weighs, so an internship program can run lighter rules than a senior role. The platform flags the signals; your team decides what they mean.
Yes. The accessibility menu is on every screen, including during the test, with text and contrast settings, a dyslexia-friendly font and Face Control, which moves the cursor with head movements. Candidates use it without asking for permission, and it changes neither the score nor the timer. New assessments come with accessibility on and 25% extra time for those who request it, and you can allow breaks.
Our ecosystem of deep integrations makes it easy to streamline your hiring processes.
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