Stop screening résumés. Start hiring verified skill.
Hiring is broken. You already know that. Here's what changes with Aveluate AI.
500 résumés for one role — 90% are unqualified and you can't tell from the CV.
Filter by proctored, verified skills. Only see candidates who've proven they can do the work.
Every course cert looks the same. Bootcamps, Udemy, LinkedIn — none guarantee the person actually did the work.
Every Aveluate AI badge is dual-camera proctored. No take-home shortcuts, no Google-while-you-answer.
Technical screens burn your engineering team's time on candidates who can't code.
Pre-screened by proctored exam before they ever hit your pipeline. Engineering interviews only the shortlist.
Diversity initiatives stall because "experienced" candidates all come from the same feeder schools.
Skill-first hiring widens the funnel. Juniors and career changers with verified skill appear alongside pedigreed candidates.
Stop reporting attendance. Report measurable learning outcomes.
Pre-assessment → curriculum → matched post-assessment (same depth as the pre) per cohort. Aveluate AI gives every program a numeric learning delta, a weak-keyword map of remaining gaps, peer-percentile distributions across cohorts, and before/after job-readiness scores. Defensible in any board review or funder audit.
Quantified delta
"Improved from 42% → 78% (+36 pp)." The number that proves the bootcamp / course / job prep was worth it. matched post-test (same depth as the pre) guarantees the comparison is real.
Weak-keyword map
AI surfaces the exact concepts still soft — by topic, not just by score. "Window functions: 50%. Recursive CTEs: 30%." Know exactly what to fix before applying anywhere.
Peer percentile vs cohort
See how each cohort ranks against other cohorts on the same skill, same period. Cross-program comparability across providers. Privacy: anonymity threshold enforced at the query level.
Workforce-readiness gauge
Per role: % of cohort above readiness threshold pre-program vs post-program. ROI you can put in front of the CFO, the board, or the funding agency.
What your hiring team gets
Verified talent search
Filter candidates by exact verified skills. "Python + SQL + ML fundamentals, proctored." Done in 30 seconds.
Auditable exam replays
Any badge can be audited — watch the candidate's full session with AI review logs. Trust, but verify.
Skill-based benchmarks
See how a candidate ranks against peers on every verified skill. Objective signal your ATS can't give you.
Custom company questions
Add your own domain-specific questions to any assessment. Filter for candidates who know your stack, not just 'Python'.
AI-built per-job company knowledge quiz
Aveluate AI scrapes your website (with SSRF-safe DNS pinning) and generates a 14-topic question bank covering Company Overview, Products, Culture, Tech Stack, Process, Security, Strategy, Tools, Metrics. Custom interview prep per role, automated. ATS sync via API/CSV today; native Greenhouse / Lever / Workday connectors on roadmap.
Lower time-to-hire
Teams using Aveluate AI report ~40% reduction in screening time and faster interview-to-offer cycles.
Auditable AI flag appeals — defends candidate fairness
Every AI-raised proctoring flag stored with input frame range + model version + raw response. Candidates can contest any flag with written evidence — admins resolve as Upheld or Rejected. Direct counter to "AI is unfair / opaque" objections that kill competitor proctoring tools in your hiring committee.
Filter thousands of candidates down to twelve — in 30 seconds.
This is the verified-talent search your hiring team uses: active filter chips on proctored skills + location + rate, each result a candidate card with skill scores, integrity, match %, and a one-click audit-replay link.
Sample data — the real dashboard renders this from your org.
Three steps to a shorter shortlist
Post or filter
Post a role specifying required verified skills — or filter the existing talent pool by verified credentials, location, and your own custom questions.
Review shortlist
See candidates with proctored proof of skill. Audit their exam sessions, view their skill benchmarks, and shortlist in minutes.
Interview the best
Skip the "can they actually code" screen. Go straight to culture and judgment. Hire with confidence.
What hiring with verified skill looks like
“We were interviewing 40 candidates per role to hire one engineer. With Aveluate AI's verified pool, we interview 8. The quality is higher and our engineers got their week back.”
Methodology
Bloom-aligned (revised 2001)
Every question Bloom-tagged. Pre/post pairs scored for equivalence using a documented 40/30/30 weighting (Bloom × difficulty × objectives).
Item-statistics scoring
Classical scoring + per-item difficulty today. IRT (1PL Rasch) calibration in progress; target Q4 2026. We don't claim percentiles until then.
Workforce framework alignment
NICE (cyber, Q3 2026) · DigComp 2.2 (EU) · SFIA 8 · OPM KSAs. Mapped per-skill, never claimed wholesale.
Questions employers ask before signing up
What else you get
Skills Intelligence · Credentialing · Career Operating System · Community + Cohort tools — all anchored to the verified credential.
See the full Aveluate AI platform