Test with Work Samples and Demonstrations
A work sample asks the candidate to do a real task from the role, so the evidence is what they can do rather than what they say they have done. Build the exercise from actual work, give everyone the same brief and time, and score it against a rubric kept apart from the interview. It separates the strong talker with a weak sample from the quiet candidate whose work is excellent, and when the sample and the resume disagree, the sample is the more reliable signal.
Proficiency Level
This is a preview of how skill assessment works in Admire
Measurable Behaviors
Behaviors are optimized to be directly observable for evidence-based skill tracking.
Build reusable exercises and rubrics other managers use
Builds a library of role-specific exercises and rubrics other managers reuse to run a proven sample without designing one.
Design a work sample that mirrors real tasks
Builds the exercise from a real task the role does, so the candidate does the work rather than talk about it.
Give every candidate the same exercise and conditions
Gives every candidate the same brief, inputs, and time, so outputs compare on the work, not on who got an easier version.
Score the sample against a rubric, separate from interview
Scores each sample against a written rubric kept apart from the interview, so it carries its own evidence-based mark.
Weight demonstrated performance over self-reported experience
Weights what the candidate did on the sample over what they claimed when the two conflict.
This is a preview of how behavior tracking works in Admire
What Mastery of Work-Sample Testing Looks Like
Every candidate gets the same exercise under the same conditions, scored against a rubric written before any submission is seen. Demonstrated performance outweighs a claimed resume when they disagree, and a reusable library lets other managers run a proven sample without building one.