Candidate validation for recruiting agencies that need proof of skill

Give clients evidence they can inspect before the interview. SkillsValidator helps recruiting agencies validate role-specific skills through practical tasks and questions about each candidate's own submission. Attach a branded Skills Report to every candidate you submit, so the client can review demonstrated strengths, unresolved questions, and the rubric behind your recommendation.

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Customer issue resolution

Strong

Rubric

Acknowledges the customer's concern without blaming them

"I understand why this looks like a duplicate charge."

1 / 1

Separates a pending authorization from a settled charge

"The first entry is settled; the second is a pending authorization."

1 / 1

Checks the billing record before promising a remedy

"I checked the invoice and payment history."

1 / 1

Gives a specific next action without guaranteeing a bank outcome

"If both entries settle, reply here and I will escalate the duplicate payment for review."

1 / 1

Support your shortlist with work your client can inspect

Candidate validation for recruiting agencies connects a submission with evidence of the skills the client needs. The Skills Report includes a score per skill, quoted evidence, and rubric lines. Branded reports on Growth let your agency present that evidence alongside its recommendation, giving clients a clear basis for the next conversation.

A work sample shows a candidate's approach, while explain-back questions reveal the reasoning. Your agency can discuss demonstrated skills and unresolved assumptions with the client.

Add the report PDF to the candidate submission.
Share a report link for a closer look at the evaluation.
Explain the role criteria behind your shortlist.
Identify questions the client should explore during an interview.

See our skills assessment software for the reporting and sharing features.

Agree on the role criteria before candidates begin

Start with the client's role, required skills, seniority, and preferred validation style. SkillsValidator drafts a rubric per skill and 3 to 6 tasks in minutes. Your agency reviews and edits the draft before sending invitations, keeping the evaluation tied to the actual responsibilities and the client's expectations for the opening.

Ask the client what successful work needs to show, such as a sound escalation decision or a code repair. Relevant criteria make the report easier to interpret.

Use a consistent rubric for candidates submitted to the same role. The skills validation workflow explains how the role becomes tasks, follow-up questions, and a report.

Skills Validation Report

Senior customer support specialist

Download PDF

SkillScoreRecommendation band

Customer issue resolution 4 of 5 Strong

Written communication 4 of 5 Strong

Prioritization 3 of 5 Verify

Escalation judgment 3 of 5 Verify

Documentation 2 of 5 Verify

Ask candidates to demonstrate and explain the work

Candidate links and invitations bring applicants into timed tasks for the role. Explain-back questions are generated from each candidate's own submission, asking them to explain decisions or adapt the approach. Your agency reviews the work and reasoning together, rather than treating a polished deliverable as sufficient proof of understanding.

Explain permitted tools, timing, and expected commitment before work begins. Agree with the hiring organization on handling accommodation requests and communicate the employer contact clearly. Candidates never pay to complete a validation or need to buy a profile.

Candidates who pass can opt into a free, portable Verified Skills profile and keep their report. That choice remains separate from the client's hiring decision.

Worked example

Present a support candidate through job-related evidence

Consider an agency filling a customer support role that requires careful handling of disputed charges. The client wants evidence of policy judgment, clear writing, and escalation decisions. The validation asks candidates to respond to a realistic request, then explain which facts support the proposed resolution and when escalation becomes appropriate.

The recruiter reviews the response and the explanation against the approved rubric. If the candidate communicates clearly but leaves a policy assumption unresolved, the report gives the recruiter a specific issue to discuss before submitting. The agency can then share the evidence and the remaining question with the client.

The client sees the work, the relevant rubric, and the reason for follow-up before deciding what to explore in an interview.

Keep your agency and client focused on the same evidence

Recommendation bands labeled strong, verify, and not shown organize the report without making an employment decision. Compare candidates side by side on the same role, inspect the quoted evidence, and share PDFs or links. Your agency explains its recommendation, and the hiring company remains responsible for the final hiring decision.

For engineering searches, explore our technical assessment platform. For broader role screening, see pre hire assessment.

Agency plans

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Use Growth for branded reports and shared agency review

Growth gives agencies branded reports, full integrity signals, CSV plus webhook, roles, and 5 seats. It supports 15 active roles and 300 candidates per month. Choose monthly billing at 249 USD per month or yearly billing at 124 USD per month, billed as 1 488 USD per year.

Scale provides unlimited active roles, 1 500 candidates per month, and 20 seats, with a review queue, API plus webhook, SSO, and an audit log. It costs 599 USD per month or 299 USD per month billed yearly as 3 588 USD per year. Yearly billing is 50 percent off.

Talent Pool search of opt-in Verified Skills profiles is available on Scale and Enterprise. Enterprise provides custom yearly pricing, white-label reports, custom rules, and additional organizational controls. Compare all pre employment testing software plans before choosing your subscription.

Review concerns without turning signals into rejection rules

Integrity signals include paste events, typing rhythm, time-on-task anomalies, and similarity to known AI output. Every flag goes to human review and never to automatic rejection. Review the work, explanation, and relevant context together, then document the reasoning behind your agency's recommendation and any questions shared with the client.

Job-related tasks and consistent rubrics support a documented evaluation process. They do not provide legal certification or guarantee compliance. Employers remain responsible for accommodations, interpretation, and employment decisions. Read about skills verification when defining how your agency and clients handle flags and permitted-tool policies.

Frequently asked questions

[email protected]

Can we brand reports for client submissions

Yes. Growth includes branded reports and shareable report PDFs, so your agency can attach skill evidence to candidate submissions. Scale also includes branded reports, while Enterprise provides white-label reports. Share the supporting rubric and quoted evidence with the client so the report communicates the basis for your recommendation clearly.

Does Growth include Talent Pool search

No. Talent Pool search of opt-in Verified Skills profiles is available on Scale and Enterprise. Growth supports validating candidates you invite, branded reporting, and shared agency review within its role, candidate, and seat allowances. Choose a plan based on both your validation workload and whether your sourcing process needs profile search.

Can a client use a flag to reject someone automatically

SkillsValidator routes every integrity flag to human review and never to automatic rejection. Agencies and employers should review the relevant context and candidate explanation before reaching a conclusion. Employers remain responsible for their decisions, including how they interpret reports and keep the process job-related, consistent, and appropriately documented for the role.

Give your next candidate submission evidence your client can use

Create your account to build a validation around a client's role, invite candidates, and review their work with explain-back answers. Choose Growth for branded reports and team review, or compare higher plans when you need Talent Pool search and additional controls. Put the evidence behind your recommendation in the client's hands.

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