Skip to content

Working Interview

Watch a candidate work a ticket

The candidate works realistic tickets like someone already in the role. You read the graded record, with the note behind every score.

Start with a free 30-day pilot. No contract.

Realistic tickets, real tools, scored part by part on that desk's rubric.

The workbench ticket board a candidate opens: tickets in five lanes (New, Being worked, Waiting on customer, With engineering and Closed today), each with its priority, customer and SLA clock.
The screen your candidate opens.

How it works

Three steps, start to finish

  1. 01

    We agree the tickets with you

    We walk the catalogue with you and pick the ones that match the role you are filling. Tier 1, 2 or 3, and as many as you want each candidate to work. We agree the set with you in writing before the interview runs: no surprises for you, and none for the candidate.

  2. 02

    Your candidate works them

    They open the desk for the role: a ticket, a case, an alert or a claim waiting, and tools that answer like the real ones. No multiple choice, no take-home essay. The work is real. They know it is graded, and they know who reads it.

  3. 03

    You read the graded record

    Every ticket scored on the same rubric we score members on, with the write-up behind each score. You read the work, not a summary of it.

What you get back

A record, not a verdict

We do not tell you who to hire. We show you what they did and how it was scored. You decide.

  • A score on every dimensionThe same rubric every member is graded on, part by part, so one candidate's record means the same thing as the next one's.
  • The write-up behind each scoreWhy that score and not a higher one. It is written to be argued with, which is the only way a score is worth anything to you.
  • The transcript of the workWhat they said to the customer, which tools they opened, what they found and what they did about it.
Grade report · INC0010060Sample

85out of 100 overall

  • Diagnostic quality90 out of 100
  • Resolution correctness80 out of 100
  • Communication clarity80 out of 100
  • SLA discipline100 out of 100
  • Tone & empathy90 out of 100
  • Judgement70 out of 100

6 of the 11 parts, headline view. A record carries all 11.

Every score opens to the note behind it. Disagree with one? Dispute it.

An example

Read one before you commission one

Two links, nothing to sign: a ticket worked end to end, and a sample graded record.

A ticket, worked end to end
A customer reports the day close running early. Read it from start to finish, including the checks that found nothing.
A sample record
Opened through the same public verifier anybody can use, with no account and no email.

The fair question

Is this fair to the candidate?

Do they know what it is for?

Yes, before they start. They learn which company commissioned it, that the work is graded, and that you read the result. Nobody is assessed without being told.

What do they get out of it?

The record, and they keep it whether you hire them or not. It is theirs, at their own address, to show the next company that asks. An interview you fail leaves you with nothing. This does not.

Is a machine deciding?

No. Every shift is graded part by part. If a candidate disputes a score it is re-graded, and a person reviews any the re-grade does not settle. The score is not a decision: you read the work and you decide.

What if they do badly?

You see it, and so do they, with the reasoning. Nothing is published to their public record without them choosing to publish it.

Run one

Start with one candidate

Start with a free 30-day pilot. No contract.

We pick the tickets from the desk for the role and agree the set with you in writing before the interview runs.
Zeloric is assessment software, not a recruiting or staffing agency. You decide who to interview and who to hire.
The first five pilot employers join as founding design partners.
Run your first one free