Assessments have a bad reputation because many companies use them badly: take-home projects that take eight hours, generic tests that don't reflect the job, silence after submission.
Used well, they're a filter that saves everyone a pointless conversation.
Good for: skills you can verify async
Writing samples for content roles. Short technical questions for engineers. Scenario-based questions for support or sales. If you can evaluate it without a live call, consider sending it first.
Bad for: "prove you really want it"
Long unpaid work, vague instructions, or assessments for entry-level roles with 500 applicants — that's not screening, that's hoping people drop out.
Results on the profile
In Onbordo, assessment answers live on the candidate's profile. Interviewers see them before the call and know what to dig into. No separate folder. No "did they complete it?" Slack messages.
