Hire engineers who are force-multipliers with AI
— not people who rubber-stamp it
SkillFoundry runs real-world, repo-based assessments and scores how candidates orchestrate AI, benchmarked against your own team — with a session evidence trail behind every score, so you can defend every decision.
Every assessment captures measurable, job-related evidence — itemized on the report.
Why teams choose SkillFoundry
Four things no algorithm-puzzle screen can do
Traditional coding tests grade output on toy problems. SkillFoundry measures how modern engineers actually work — and proves it.
AI-Orchestration Scoring
Copilot Command measures whether candidates command an AI pair engineer or rubber-stamp its output — with a reviewable replay.
Learn moreTeam Benchmarking
Score every candidate as a percentile against your own engineers, so a number maps directly to your hiring bar.
Learn moreWorkforce Intelligence
Point the same instrument at your existing team via the SkillFoundry macOS and Windows desktop agents — consent-gated capture that maps AI fluency and skill gaps over time.
Learn moreCandidate Authenticity
Tamper-evident, behavioral proof of who did the work — to defeat proxy candidates and identity fraud.
Learn moreFrom Invitation to Decision, Without the Busywork
Your team defines the bar once. The platform handles everything between sending the invite and reading the report.
Assign a real-world task
Pick from your task library or build your own: scoped, ticket-style work in a real codebase, with tests and acceptance criteria attached.
Candidates work, evidence accrues
Candidates complete the task in a real development environment. Test runs, code changes, and behavioral signals are captured automatically as they work.
Review a defensible report
Each submission is evaluated automatically. You receive a score report with the full breakdown — and your engineers only meet the candidates worth meeting.
Why Hiring Teams Switch
Traditional technical screens
- ✗Senior engineers spend hours writing, running, and grading take-homes
- ✗Algorithm puzzles that don't resemble the job — and candidates know it
- ✗A single number with no evidence behind it when a candidate disputes a decision
- ✗Inconsistent, reviewer-dependent grading across candidates
- ✗No visibility into how the work was actually produced
Assessments on SkillFoundry
- ✓Assessments run, evaluate, and report themselves — no engineer time until the shortlist
- ✓Real-world, repo-based tasks scoped like the tickets your team ships
- ✓Every score backed by test results, code-quality metrics, and a session evidence trail
- ✓One standardized rubric applied identically to every candidate
- ✓Behavioral signals and AI-use analysis captured throughout the session
What's Behind Every Score
A number you can't explain is a number you can't defend. SkillFoundry scores are assembled from measurable evidence, itemized on every report.
Automated Test Execution
Every submission runs against the task's test suite in a sandboxed environment. Pass rates and per-test results are recorded on the score report.
Static Code Analysis
Lint quality, cyclomatic complexity, duplication, and modularity are measured on the submitted code — the same dimensions your team reviews for.
Behavioral Signal Capture
The session records how candidates work: testing habits, iteration patterns, tooling fluency, and communication — scored against a published signal catalog.
AI-Use Analysis
Rather than a blunt cheating flag, reports show how AI assistance was used — iteration on generated code, over-reliance indicators, and outcome quality.
Human Review, On the Record
Reviewers can adjust scores, but every adjustment is logged with the reviewer, reason, and timestamp — so the final number stays auditable.
Consistent Rubrics
The same scoring model evaluates every candidate on a task. No mood-of-the-reviewer variance, no undocumented criteria.
Built for Teams That Answer to Legal, Too
Automated hiring tools face growing scrutiny. SkillFoundry is designed so your assessment process holds up to questions — from candidates, auditors, or regulators.
Session evidence trail
Candidate sessions are recorded as structured events, so any score can be traced back to what happened.
Human oversight built in
Automated scores are recommendations. Structured manual review — with logged adjustments — keeps a human in the loop.
Data protection
Candidate data is collected transparently, retained under a published policy, and deleted on request.
Fair, job-related criteria
Scoring uses only work products and job-related signals — never demographic attributes — supporting your compliance obligations for automated hiring tools.
Give Your Engineers Their Time Back
Run assessments that grade themselves, and make hiring decisions you can explain — to your leadership, your candidates, and your auditors.