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Technical and behavioral assessments plus AI interviews across multiple sites at once — for automotive, mobility, energy and logistics.
| Site | Open roles | % filled |
|---|---|---|
| Plant · Betim | 86 | 72% |
| DC · Cajamar | 54 | 61% |
| Plant · Camaçari | 48 | 44% |
| Wind farm · Ceará | 24 | 83% |
Manufacturing and logistics hiring is the work of assessing and hiring people for technical and operational roles in plants, distribution centers and energy or mobility operations, often across several sites at once. With Coodesh, you build one assessment per role with technical tests, behavioral assessments and an AI Interview, set up each site as its own workspace and compare candidates from every site against the same criteria.
For technical and operational roles, a résumé says little about what someone can actually do, and each site tends to screen its own way. Hiring slows down, results are hard to compare and everything waits on interviewers' calendars. A standard assessment per role screens candidates without scheduling, site managers see only their own openings, and a person on your team always makes the final call.
In a Job Briefing, the business side fills in a standard template, and HR turns it into a draft job with one click.
Combine technical questions from your operation, behavioral tests and an AI Interview, and give more weight to what the role cannot do without.
Share a link tagged with a source marker for each site, or send bulk invites from a CSV or XLSX file. You can make the assessment available on mobile.
Score bands label each result as soon as the candidate finishes. Managers review, compare sites and decide who moves forward. The platform never rejects anyone.
One process covers the plant floor, the warehouse and the office, adjusted to what each role needs.
Split people and assessments by plant, distribution center, region or brand, each with its own invites, filters and permissions. Members can be limited to the jobs they work on.
Write multiple choice, video or file upload questions with support for math formulas, or bulk import your existing question bank from CSV or JSON.
Add library tests for cognitive ability and everyday work scenarios that measure decision making. DISC and Big Five add behavioral context to support a human decision.
A virtual interviewer runs the same structured conversation with everyone, asks for examples when answers are short and delivers a transcript and recording. The recruiter sets the final score.
Turn webcam, browser controls and screen recording on or off for each assessment, and even for a single invite, so a critical technical role gets stricter rules than a first screen.
Candidates choose the AI Interview language before the first question, and library proficiency tests check English and Spanish when the role requires it.
Combine role-specific technical questions, with formulas where calculations matter, a behavioral test and an AI Interview to hear how the person solves problems.
For distribution centers, one link per site with a source marker and a mobile-ready assessment handle screening without tying up your team.
The Excel Simulator, SQL challenges and coding challenges show the real work of analysts and technical teams. AI Sourcing helps you find tech profiles.
Start for free and build one assessment per role that every plant and warehouse can use.
Start with what the job requires day to day. On Coodesh, one assessment can combine technical questions written by your company, cognitive ability and situational judgment tests from the library and an AI Interview. You give more weight to what is critical for the role, and the final score is a weighted average. For high-volume roles, make the assessment available on mobile and invite by link or in bulk. A person on your team always decides who moves forward.
Yes. Workspaces work like sub-accounts: each plant, distribution center, region or brand can have its own assessments, invites, filters and permissions. When you create one, you enter a name and, optionally, a region and department. Each site sees only what belongs to it, and members can be limited to the jobs they work on. To compare sites, use the same assessment for a given role everywhere. Workspace limits may depend on your plan.
Yes, once you turn on the responsive version in the assessment's Design tab. Coding, whiteboard and project questions have no mobile version, so keep those formats for roles where people work at a computer. Assessment screens work from 320 px wide, and the accessibility menu lets candidates adjust font size and contrast, which also helps anyone answering on a small screen or in poor lighting.
Yes. Coodesh has documented connectors for ATS platforms such as Greenhouse and Lever, plus an open REST API for in-house systems. Your ATS stays the main screen for recruiters: candidates receive the assessment when they reach a stage, and the score, performance by test, integrity summary and a link to the full report come back to the candidate card. Each integration key belongs to one workspace, which fits a setup with one workspace per site.
No. The AI runs the conversation, transcribes and records it and, when automatic review is on, suggests an analysis against your criteria. The recruiter sets the score from 0 to 100 and decides who moves forward. That lets you interview many candidates at the same time while the people who run the operation keep the final say on who joins it.
Our ecosystem of deep integrations makes it easy to streamline your hiring processes.
Create your account and send your first assessment today.
