Assessments for High-Volume Agencies

Seasonal hiring pushes and mass recruitment campaigns can mean hundreds of candidates in a single funnel. The platform is built to send the same battery to every candidate at once and rank the results, so your team spends time reviewing the strongest matches first, not scheduling first-round screens for everyone.

How do high-volume campaigns use Intelligences Test?

• Send one link to an entire candidate pool and get ranked results back automatically
• Every candidate is scored and banded so your team reviews the strongest matches first, not in application order
• Track campaign-level pass rates across roles and locations from one dashboard

Why rank candidates automatically instead of screening each one manually?

When a campaign brings in hundreds of applicants for a handful of roles, manually screening every resume and scheduling first-round calls doesn’t scale — it just delays the roles that matter most. Sending the same assessment to the full pool and letting the results rank candidates automatically means your recruiters spend their limited review time where it counts most: the strongest matches, reviewed first. A score ranks and organizes; a recruiter still reviews and decides. See how results are calculated for how bands and evidence work.

Why the same battery, not a faster shortened one

It’s tempting to think high volume calls for a shorter, lighter assessment to keep candidates from dropping off — but shortening the battery for volume campaigns would mean the results aren’t comparable to what a lower-volume search produces, undermining the whole point of a standardized evidence layer. The battery stays the same regardless of pool size; what changes at volume is that results come back ranked and banded automatically, so scale is handled by automating the review workflow, not by measuring candidates less thoroughly.

Frequently asked questions