Navbar

Footer

TestDirectoryPagination

Dynamic Routes Meta

Screen

plasmic-embed-css

plasmic-sanity-io

plasmic-query

plasmic-basic-components

react-youtube

react-aria

plasmic-cms

antd5 hostless

react-slick

react-parallax-tilt

Testfuse

Blogs

TestByRoles

TestCategories

TestfusePolicyContent

AssessmentFocus

This test evaluates the candidate's values regarding justice in the workplace.

Justice

This test assesses the candidate's attitudes and behaviors related to justice and fairness in the workplace. It helps determine if the candidate is likely to promote a just and equitable work environment.

This machine learning (ML) test assesses candidates’ technical knowledge of core machine learning concepts such as regularization, classification, and unsupervised learning. This machine learning test will help you to identify developers proficient in ML.

Unsupervised learning, outlier detection, and dimensionality reduction

Classical classification methods and support vector machines

Tree-based and ensemble methods for regression and classification

Classical regression methods and regularization

In our age of information and technology, businesses across industries have to deal with massive amounts of data. It is crucial to leverage this data to obtain insights that can drive decision-making. Harnessing the power of machine learning can help your business to more easily adapt to ever-changing market conditions, improve business operations, and gain a deeper understanding of consumer needs.

This machine learning test evaluates candidates’ knowledge of the fundamental concepts in machine learning, including both classical and tree-based ensemble methods for regression and classification, supervised and unsupervised learning, outlier detection, and dimensionality reduction. The questions on this machine learning test focus on different scenarios when working with data, covering the different ML functionalities for dealing with each of them.

Candidates who perform well on the test have a strong knowledge of core machine learning approaches and can make the best use of these approaches when working with different types of information. They have all the necessary skills to help your business harness machine learning to power data-driven decision-making.

Number of current data points plus one

Number of current data points minus one

You are applying the K-nearest neighbors regressor and want the value of the new observation to be equal to the averagevalue of all data points. What should be the number of neighbors for the K-nearest neighbor regressor?

You are applying gender classification and want to estimate the portion of correctly classified observation. Which metric should you use?

Find the highest price and set it as the maximal threshold for RSS.

Find the lowest price and set it as the minimal threshold for RSS

Calculate the median house price and compute the difference.

Calculate the average house price and compute the difference.

You are applying a decision-tree regressor on house prices and have got 12,345 as the value of the residual sum of squares(RSS). How should you find an acceptable value for RSS?

Actual distance between the cities using existing roads.

Manhattan distance using latitude and longitude.

Correlation coefficient using latitude and longitude.

Euclidean distance using latitude and longitude.

You are applying k-means clustering on geospatial data of cities in the USA to determine cities falling in the same climateregion. The available data contains the latitudes and longitudes of cities. Which distance metric should you use?

Machine Learning

The Leadership and People Management test evaluates a candidate’s ability to lead others within an organization using both influence and guidance. This test will help you hire leaders who can support and develop others to help your organization grow.

Gain acceptance of ideas and plans

Delegate authority and task responsibility

Plan and support the development of others

Provide timely guidance and feedback

Powerful leaders scale your organization’s potential. They carry out impactful strategies and provide actionable directives that get results.  

This Leadership and People Management test evaluates candidates’ abilities to delegate authority and task responsibility, plan and support the development of others, provide timely guidance and feedback, and gain acceptance of ideas and plans. Rather than proposing a specific leadership style, this test follows the situational theory of leadership developed by Blanchard and Hersey and asks candidates to evaluate factors to decide when to tell, sell, participate, or delegate in different scenarios based on the needs of each situation.

This screening test will help you identify leaders who have a genuine interest in developing others and can unite talent behind important objectives. These are the leaders who understand how to align the needs and goals of the organization with the skills and aspirations of their team members to produce results and satisfaction at all levels. Successful leaders lead by example and create a space where people can share ideas, ask questions, and be accountable for their actions.

Discuss your team’s upcoming projects with them and trust that they will learn to create better presentations on the job.

Meet with them to discuss their goals and training needs and set a development program together.

Meet with their former manager to discuss their weaknesses and the development plan they were working on.

Research how to improve presentation skills and give them educational materials they can read to improve.

An employee from another department will join your team next week. They requested the transfer because they felt their work was becoming predictable and monotonous. Their performance reports show they have made good contributions to programming projects but need to improve their presentation skills. How would you support their development?

Share the client’s feedback with your team and brainstorm ways to manage the pressure of the peak period. Ask them to redo the report by next week.

Ask your team to redo the report immediately, letting them know you’re concerned about their performance and will apply disciplinary actions if it doesn’t improve.

Tell your team the client changed his mind and wants a revised report to avoid harming your team’s morale further with negative feedback.

Ask your team to redo the report as soon as possible. Explain that you’re not in a position to lose an important client.

You are in the middle of the company’s peak business period and have noticed that your team’s morale is dropping due to pressure. One of the long-term clients of the company has complained that the report your team sent last week was full of typos and inconsistent information.&nbsp; How should you approach your team about this?

Remind them of the deadline and explain that it is not negotiable.

Remind them that they have the skills required and that you trust them to complete the work on time.

Outline what they still need to do for the project, give them an action plan, and check in on their progress daily.

Discuss what’s causing their stress and discuss ways to mitigate it with a time-bound plan.

One of your direct reports is not making the expected progress on an assignment you have given them. When you ask them about it, they say they are feeling stressed. They are a competent worker and you know they have the skills required to complete the assignment. How would you approach the situation?

Write a report explaining all the differences you see in leadership styles and give examples of what a harmonized leadership style would look like.

Explain your idea to other directors in your company and ask that they support you in your request for approval from the CEO.

Wait until the stark differences in leadership styles affect a key metric in a demonstrable way, then pitch the program to the CEO again.

Write a report on the positive impact a harmonized leadership style would have on the company’s bottom line.

As the Director of Human Resources, you have noticed stark differences between the leadership styles of top and middle managers at your company. You want to implement a leadership development program to harmonize the company’s approach to leadership. The CEO of the company, however, does not think this is a critical issue that needs addressing at the moment. How can you convince the CEO to approve the program?

Leadership & People Management

This multiple-choice Product Management test evaluates foundational knowledge across product strategy, user-centric thinking, and agile methodologies. It is designed to quickly gauge a candidate’s understanding of core product management principles and their ability to apply them in real-world scenarios.

User-Centric Development

Cross-Functional Collaboration

Agile Methodologies

Market Research & Validation

Product Strategy & Roadmapping

Analytical & Metrics-Driven Approach

This test delves into essential competencies every Product Manager should possess, from defining product vision and conducting market research to managing roadmaps and collaborating with cross-functional teams. By covering both strategic and execution-oriented topics—such as product-market fit, MVP development, backlog prioritization, and user feedback methodologies—the questions reveal how well candidates grasp the end-to-end process of bringing successful products to market. This allows recruiters to assess not just theoretical knowledge, but also practical insight into daily responsibilities like backlog refinement, persona development, and stakeholder communication.

The “Build-Measure-Learn” loop is most commonly associated with:

A Product Manager looking to understand long-term profitability from individual customers would focus on which metric?

The technical feasibility of various features

How to price the product based on competitor benchmarks

User delight and the impact of features on customer satisfaction

The product’s compliance with governmental regulations

If a Product Manager is using the Kano Model, they are primarily assessing:

Which prioritization framework uses criteria such as Reach, Impact, Confidence, and Effort?

Product Management

This test challenges candidates to identify the correct user interface design among multiple choices, using images that depict various design iterations for the same feature. It is designed to quickly gauge a candidate's visual acuity and attention to detail.

Attention to Detail

UI Design

The "Attention to Detail: User Interface" test presents candidates with a series of multiple-choice questions where each question includes images of different UI designs for the same feature. The candidate's task is to select the design that best adheres to best practices in usability, design consistency, and visual clarity. This detailed evaluation helps determine a candidate’s ability to spot subtle design discrepancies and ensure adherence to high-quality design standards. It serves as an essential tool for roles that require precision in design, a deep understanding of user interface principles, and an unwavering commitment to creating intuitive, visually appealing digital experiences.

Select the design that is most correct

Select the design that is most correct

Attention to Detail: User Interface

This intermediate-level test evaluates candidates' ability to effectively manage remote teams through scenario-based questions assessing communication strategies, conflict resolution, productivity optimization, and cultural sensitivity in distributed work environments.

Productivity, performance, and culture

Communication

Collaboration and relationships

Assesses key competencies for managing geographically dispersed teams through realistic work scenarios. Evaluates decision-making in areas including asynchronous communication, cross-cultural collaboration, remote conflict resolution, productivity measurement, and maintaining team cohesion without physical oversight. Successful candidates demonstrate proficiency in digital leadership, emotional intelligence in virtual settings, and implementation of remote work best practices.

Remote Team Management

This Problem Solving test evaluates candidates' ability to define problems and analyze data/textual information to make correct decisions. Our test helps you identify candidates with the analytical skills to assess and respond to complex business situations quickly and accurately.

Interpreting data and applying logic to make decisions

Creating and adjusting schedules

Analyzing textual and numerical information to draw conclusions

Prioritizing tasks and applying order based on a given set of rules

Effective problem-solving involves the ability to define complex problems, break them down into manageable parts using verbal and numerical reasoning skills, develop approaches to solve the (sub)problems using creativity and analytical thinking, and execute flawlessly. Problem-solving abilities are difficult to assess through resume screening alone. A candidate might say they've solved several problems in the past, but that doesn't show their ability to work well under pressure or tell you how sophisticated their problem-solving abilities are. This problem resolution test presents candidates with typical problem-solving scenarios like scheduling based on a diverse set of conditions, identifying the right sequence of actions based on several business rules, and drawing conclusions based on textual and numerical information. A successful problem solver can quickly identify the key elements of the problem and work through the problem at speed without making mistakes.

Justice

2 mins

Machine Learning

15 mins

Leadership & People Management

12 mins

Product Management

10 mins

Attention to Detail: User Interface

9 mins

Remote Team Management

6 mins

Problem Solving

20 mins