Abhinav’s 90 day plan
- Weeks 1 to 4Stakeholder handling: two client conversations in Communication Studio.
- Weeks 5 to 8One mock interview round on pushback and deadlines.
- Weeks 9 to 12Measure again. Target: above the bar at 70.
Hire on evidence. Train where the gap is.
Fewer rounds, fewer wrong hires.
Every wrong hire costs months of salary. Every early round costs manager hours. Every training plan built for everyone is money spent blind. ElevateCareer.ai measures applicants and your current team against the bar you set, so time and budget go only where they change the outcome.
- 82Jordan Lee79 to 85
- 74Abhinav70 to 78
- 61Sam Kumar51 to 71
Fitment
/100
Problem solving
82
Analysis
79
Communication
74
Stakeholder handling
61
Likely 70 to 78. High confidence. Hiring read: strong core, one gap, 90 day ramp. You decide.
What your current process is costing you.
Four places money and time go when nobody can see what people can actually do.
- Shortlists on keywords
- CVs that all look the same. The best person is often the one whose CV format was wrong.
- Panel hours on weak fits
- Early rounds take weeks across managers, mostly on people who were never a fit. The 4pm interviewer is not the 10am interviewer.
- Wrong hire at month three
- You find out after the salary is spent, with no record of why the decision was made.
- Training spent blind
- One programme for everyone, because nobody knows who needs what.
ABAbhinavBusiness Analyst
“Strong”
“Not sure”
“Weak communication”
- Set
- Measure
- Read
- Compare
- Decide
- Grow
Decide what good looks like, once.
Pick the role from 1,500+ at fresher, mid or senior level. Adjust how much each skill matters. Mark the skills a person must have. Every applicant after that is measured against your standard, not a generic one.
Sample role builder
Problem solving
Analysis
Communication
Stakeholder handling
- Set
- Measure
- Read
- Compare
- Decide
- Grow
Every applicant, the same questions, the same standard.
A video-proctored AI Assessment (multiple choice at five difficulty levels, video, essay, case study and sandbox coding) and a four-round AI Interview run at any volume with nobody from your team in the room. Generic, HR, technical and managerial rounds. Every answer lands in one record for that person.
- 128Applicantsinvited
- 96AI Assessmentcompleted
- 48AI Interviewcompleted
- 48One Card eachready to review
- Set
- Measure
- Read
- Compare
- Decide
- Grow
See why, not just the score.
For each person you see how well they fit, how sure we are, which must-have skills they passed, where the gaps are, and suggested follow-up questions for your interview. Proctored results count in full. Anything the candidate practised on their own counts at half weight and is labelled as practice.
AbhinavSample
74Fitment
likely 70 to 78
likely 70 to 78
- Problem solving
- Analysis
- Stakeholder handling
Evidence behind the score
“Broke the churn question into three drivers and tested the cheapest one first.”
“Summarised the trade-off in two sentences before going into detail.”
“Agreed to the new deadline without checking what it would push out.”
“Sized the market bottom-up and stated one assumption clearly.”
Ask in your interview
- Tell me about a time a stakeholder pushed back on your deadline. What did you do first?
- Who did you need to bring along, and how did you know they agreed?
- What would you do differently next time?
- Set
- Measure
- Read
- Compare
- Decide
- Grow
A shortlist you can explain.
Rank by fitment. Filter by must-haves passed. See strengths and concerns side by side. Confidence ranges stop you over-trusting a thin record.
| Name | Range | Must-haves | Strength | Concern | Status | |
|---|---|---|---|---|---|---|
| Jordan Lee | 82 | 3 / 3 | Analysis | Ownership | Pending | |
| Abhinav | 74 | 2 / 3 | Problem solving | Stakeholders | Pending | |
| Sam Kumar | 61 | 1 / 3 | Communication | Needs more evidence | Pending | |
| Neha Iyer | 69 | 3 / 3 | Communication | Analysis depth | Pending |
Sample shortlist. Names are illustrative.
- Set
- Measure
- Read
- Compare
- Decide
- Grow
The engine informs. You decide.
Shortlist, Interview, Hold for more evidence, or Pass. Every decision is saved with the evidence behind it, so when someone asks why this person and not that one, the answer is written down.
Sam Kumar61likely 51 to 71. Wide range.
The range is wide, so holding for more evidence is suggested. Pick an action to preview it. Nothing is saved.
- Set
- Measure
- Read
- Compare
- Decide
- Grow
Spend training money where it moves the score.
Point the same engine at your current team. See each person against the role bar, find the real gaps, and send people to the practice that closes them. New hires start with a 90 day plan built from their Card.
| Team member | Analysis | Communication | Stakeholders |
|---|---|---|---|
| Abhinav | 82 | 74 | 61 |
| Jordan | 88 | 81 | 78 |
| Sam | 61 | 83 | 65 |
| Neha | 72 | 79 | 70 |
Above barAt barBelow bar Role bar 70. Sample team.
- Team view against the role bar
- Training aimed at real gaps
- Onboarding from day one
- Internal moves on evidence
Everything in one place.
Open roles, people in each stage, assessments running, average fitment, decisions waiting, and the top people per role.
OverviewAll values sample
- Open roles
- 20
- In pipeline
- 48
- Average fitment
- 77
- Decisions waiting
- 12
Top people per role
Business AnalystJordan Lee82
Backend DeveloperRiya Shah79
Customer SupportArjun Das76
Built for the way you hire.
Replace keyword screening with a measured shortlist for every role.
Send clients a Card, not a CV. Win on evidence.
Measure a whole batch before the drive. Colleges see readiness; recruiters see fitment.
College students trained on role skills, measured, and ready to deploy in five to seven days.
Benchmark your team, direct training, and move people internally on evidence.
A number you can put in front of a hiring committee.
- Built with industry expertsEvery role's skills and bars were defined with people who hire for that role.
- Harder questions count moreLucky guesses count less, and every new answer updates the score.
- Confidence always shownEvery score comes with a range. Wide range, measure more.
- Evidence open to auditEvery number links back to what produced it. People decide.