Language test for companies: assess the real level, not the one on the résumé

The Coodesh library has proficiency tests in English and Spanish, the two languages most in demand for roles in Brazil and Latin America, covering grammar and comprehension. Since the platform runs in Portuguese, English and Spanish, the language test goes into the same assessment as the role's technical and behavioral tests: the candidate answers everything in a single journey, and the recruiter sees proficiency alongside the other scores, with no separate platform.

Both, through different formats. Written proficiency is measured by auto-graded quizzes that assess grammar, vocabulary and reading comprehension. The spoken part comes through video or audio questions, where the candidate answers by speaking in the role's language and the reviewer can listen to the recording as many times as needed, or through the conversational AI interview conducted in that language, which tests communication in a real conversation with follow-up questions. The practical recommendation: quizzes to filter at volume, spoken answers to confirm with finalists.

The company's reviewer, with the material organized by the platform. Video and audio answers are recorded in the candidate's result, with the evaluation criteria defined when the question was created, and the score is assigned during review. This has an advantage over a live language interview: the recording can be replayed, compared across candidates who answered the same question and heard by more than one team member before the decision, which reduces the weight of a single interviewer's impression.

In the written quiz, the assessment's integrity features log tab switching, pasting and text inserted from external sources, and question shuffling makes memorized answer keys harder to use. In the spoken part, fraud is naturally difficult: the answer is recorded on video or audio on the spot, and nobody can fake fluency they do not have when facing a new question. That is why combining both formats is the most effective protection: a written score not backed by speaking shows up in the first recording.

For any role where the language is a work tool, not résumé decoration: teams serving international clients, squads with colleagues abroad, roles that rely on technical documentation in English and company operations in other Latin American countries. The tip is to calibrate the requirement to the role's real use: people who read documentation need written comprehension; people who join client meetings need the spoken test. Defining this upfront avoids rejecting a good professional for a language level the role does not use.