Everyone tests a candidate once.
We test them every week, and show you the difference.
Students on our partner campuses compete every weekend in the field they want to work in. So you see what they can actually do, and you see whether they are getting better, and how fast. You get a shortlist that is already ranked, with the evidence attached.
Universities run on it. Companies hire from it.
The second only works because of the first.
In a small team, every hire shapes the company.
One great hire moves a whole team forward. One wrong hire holds it back.
Every seat counts
In a team of ten, one person is a tenth of everything you build, ship and decide. There is no room for someone who is almost right.
A wrong hire costs twice
You pay for the months they spend in the role, and again for the time it takes to find, hire and train the person who replaces them. Meanwhile, the work waits.
The best go first
Outstanding students are available for a short window. The team that reaches them first is the team they join.
Great people attract great people
Your early hires set the standard for everyone who joins after them.
Every hiring signal you have is a snapshot.
A CV is something the candidate wrote about themselves. A referral is one person’s opinion. Even a good technical interview tells you what somebody knows on a Tuesday afternoon.
None of it tells you the thing that decides whether a hire works out two years from now, which is how fast they pick up what they do not know yet.
Three things, and two of them you cannot get anywhere else.
What they actually know
Students compete every weekend in the field they have chosen, whether that is quant, sales, product, consulting or engineering. It is a result, not a claim. Nobody lists a skill here that they have not demonstrated.
The difference between this week and last
Every other assessment gives you one sitting. We have months of them, and each one gets harder exactly where the student got stronger. So we can show you the direction they are moving, not just where they stand.
A strong candidate with a flat line is a risk. An average one climbing steadily is often the better hire, and nowhere else will tell you which is which.
How they think under time
How quickly they reach an answer, where they slow down, and what happens when a problem is harder than the last one. Some roles need fast reactions. Some need someone who sits with a hard problem. You can hire for either, deliberately.
A ranked shortlist, not a pile of applications.
Tell us the role and what matters in it. You get students ranked for that brief, with their evidence attached.
Filter on the skills the job actually needs. Set a floor on how fast someone learns. Screen for the kind of thinker the role calls for. The ranking is already done before you arrive, because we have been running it every week anyway.
We are the app these students already use every day.
UAI is the platform universities run on. Timetables, attendance, coursework, campus services. That is why students turn up to these competitions every week, and it is why the picture we build is four years long instead of forty minutes.
A hiring platform cannot get this. It only meets a student on the day they are looking for a job.
The ones worth answering properly.
Is this just another job board?
No. We do not list your job and wait. Nobody applies to you here. We rank students on what they have actually done, in the field you are hiring for, and hand you the top of that list.
Is this the same as a learning agility test?
Those infer how someone learns from a single sitting, usually a questionnaire. We do not infer it. We have the student’s results from every week since they started, each test harder than the last in the areas they got stronger. We are reporting a difference we measured, not a trait we estimated.
How do you know they are not just good at your test?
The test changes every week and adapts to each student, so there is nothing stable to prepare for. And we are not asking you to trust one score. We are showing you months of them.
Which campuses?
Tell us the roles you hire for and we will tell you where the students are. We would rather answer that honestly for your brief than publish a list that is out of date by the time you read it.
What does it cost?
It depends on how many roles and how much you want us to do. Ask, and you will get a number on the call rather than after three meetings.
We already use an assessment platform.
Keep it. Those tell you whether someone clears your bar today, which is a real question. We tell you which of the people who cleared it will be worth the most in two years. Different question, and you can ask both.