Make better hiring decisions with structured evidence.
Create Workplace Judgement Assessments around the behaviours that matter to your organisation, and see how candidates approach realistic workplace situations — before you meet them.
Hiring decisions often rest heavily on CVs and a handful of interview conversations.
CVs show where someone has been. Interviews show how they present under a single set of conditions, on a single day. Neither reliably shows how someone actually reasons through the kind of situation the role will put in front of them week to week.
Workplace Judgement adds another source of evidence: how a candidate rates a realistic set of workplace actions, compared consistently against the same expert-informed benchmark for every candidate in the process. It's designed to sit alongside interviews and experience, not replace them — recruitment decisions stay with your hiring team.
Four steps from vacancy to structured results.
- 01
Choose the level of responsibility
From Foundational Responsibility through to Strategic Responsibility — scenarios and expected behaviours scale with responsibility, not job title or org-chart position.
- 02
Select behaviours
Pick around 5–7 behaviours that matter for the role, with plain-English guidance on what each one covers.
- 03
Invite candidates
Generate a secure link or send email invitations. Candidates complete a practice scenario before anything is scored.
- 04
Review structured results
See behavioural scores, a plain-English summary, and interview prompts grounded in each candidate's own responses.
ClearBasis provides evidence. People make decisions.
Realistic situations. Independent ratings. No trick questions.
Candidates read a short, realistic workplace scenario and rate four possible actions independently — as Counterproductive, Ineffective, Fairly Effective, or Effective — based on what they believe would work best. A practice scenario comes first, with a plain explanation of how the interface works, before anything is scored.
Try it — what would you do?
"Explain the constraint honestly to the client, and agree a realistic revised timeline together."
Choose an option to see what it explores.
Illustrative only — every action is rated independently, not exposed from the live question bank.
A behavioural profile for every candidate, built from their own responses.
Example behavioural profile
Illustrative example. Assessment results should be considered alongside interviews, experience and other relevant evidence — not as a single determining score.
One vacancy, priced by how many candidates you need to assess.
Essential
£149
- One vacancy
- Up to 10 candidates
- Full Workplace Judgement Assessment
- Automated scoring
- Behavioural profile
- Interview prompts
Recruit
£249
- One vacancy
- Up to 30 candidates
- Full assessment
- Candidate comparison
- Detailed behavioural reports
- Interview prompts
- Downloadable reports
Recruit Plus
£399
- One vacancy
- Up to 75 candidates
- All Recruit features
- Larger candidate comparison
- Priority support (coming soon)
Two assessments, one platform.
Workplace Judgement
See how candidates approach realistic workplace decisions before you interview them — structured, consistently scored evidence to support your hiring decisions.
Create an assessmentManager Readiness
Considering an existing employee for their first people-management role? See how they approach delegation, feedback and accountability — with an auto-generated development plan.
Explore Manager ReadinessThis platform supports recruitment decisions — it does not make them. Every score, profile and prompt is there to inform your hiring team's judgement, not replace it.
Employers remain responsible for their own selection decisions, and results should always be considered alongside interviews, experience and other relevant evidence.
Candidate accessibility needs should be accommodated wherever practical — every assessment includes an accessibility-adjustments step before it begins.
No candidate is ever automatically ranked as 'Hire' or 'Reject'. The platform never labels a candidate's suitability — that judgement stays with you.
