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Written assessments · Structured video interviews

See the work behind your next hiring decision.

Role-linked written assessments and structured video interviews. Bring candidate responses, reviewer observations and unanswered questions into a review your team can revisit.

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Your hiring team makes the final decision. Evalzo organises the evidence for it.

Structured video interviewSenior backend engineer
Synthetic example
Role criterionDesigns failure handling for service-to-service requests.
Candidate response excerpt“I would retry transient errors and use an idempotency key to prevent duplicate processing.”
Observed evidenceIdentifies retry handling and duplicate-request protection.
Still unclearWhen retries stop, and how the failure is surfaced.
Next question for your team“When should retries stop, and how would you surface the failure?” Your team decides whether to ask it.
Illustrative example — synthetic candidate data. Not a screenshot of the live product.
The buyer’s question

A polished application is only the starting point.

CVs and written applications are easier than ever to polish. What a hiring team needs is closer to the work: what this candidate showed for this role, and what is still open.

  1. 01

    What did the candidate actually demonstrate for this role?

    Observations tied to the role’s criteria and to the candidate’s own words, not a single number.

  2. 02

    What remains unclear?

    Gaps stay visible, so nobody mistakes a missing answer for a weak one.

  3. 03

    What should we ask next?

    Follow-up questions aimed at what is still open, for the next conversation.

One role. Two ways to evaluate.

Choose the evaluation that fits the hiring moment.

Both start from the same role criteria and end in the same kind of review, so evidence stays comparable.

For depth

Structured video interviews

For experienced and lateral hiring, where reasoning matters as much as the answer.

Candidates
Answer structured questions set from the role’s criteria.
Reviewers see
Responses, supported observations, open questions and suggested follow-ups.
How structured video interviews work
For early screening

Written assessments

For campus, junior and high-volume screening, where consistency across a group matters.

Candidates
Complete a role-specific assessment through a link.
Reviewers see
The work, the evidence it supports and activity observations, with their context.
How written assessments work
How a review is built

From the role to a decision your team can explain.

Every step keeps a link back to the one before it, so anyone reviewing later can see why.

Requisition · REQ-101Senior backend engineer
Candidate B-14Invited
Role criteriaSet by the hiring team
  • Designs failure handling for service-to-service requests
  • Explains technical trade-offs in plain language
  • Reviews code for edge cases and failure paths
Save criteriaCriteria saved for this role
Structured video interview · Question 2 of 5Recorded response

“Explain how a backend service handles failed requests.”

  1. 01:12I’d retry transient errors first,
  2. 01:18and use an idempotency key so a retry can’t charge the customer twice.
  3. 01:26After a few attempts, it moves to a queue.
Response · 01:18

“…and use an idempotency key so a retry can’t charge the customer twice.”

Supported observationNames duplicate-request protection and applies it to payments.Linked to 01:18
Still unclearWhen retries stop, and how the failure is surfaced.
Reviewer noteInterpretation · Reviewer 1

Add follow-up question Follow-up: “When should retries stop?”
Next step Move to Shortlisted Decided by the hiring manager
Illustrative product animation — synthetic candidate data, simplified screens.
Step through a sample reviewSee the full workflow
Who it is for

Built for three kinds of hiring team.

Lateral hiring

Look beyond a polished CV.

Structured interviews show how experienced candidates reason through the work the role involves.

Lateral hiring
Campus and junior

Screen consistently across a group.

Role-specific written assessments give every candidate the same task and every reviewer the same evidence.

Campus and junior hiring
Staffing and RPO

Give clients more than a shortlist.

Share the evidence behind each recommended candidate, so the client team can make its own call.

Staffing and RPO
A concrete next step

Bring one role. See what your team would review.

The walkthrough is built around a role you are hiring for, so the conversation stays specific.

Book a product walkthrough
  1. You bring one roleA current or recent requisition, with what good looks like for it.
  2. We walk through the evaluation and sample outputHow a written assessment or structured interview would be set up, and what your reviewers would see.
  3. We discuss fit and a possible focused pilotWhether Evalzo suits the role and your process, and what a focused pilot could cover.
From the resources library

Practical reading for hiring teams.

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