What will they do when it’s their call?
Resumes claim judgment; interviews perform it. A situational judgment test measures it — realistic dilemmas with real trade-offs, scored against expert keys, graded for partial credit rather than right-or-wrong.
Judgment is one
5 fits
Answers
3 per candidate
By design
0 trick questions
Scenarios with a defensible key
Every scenario is keyed by experts on what effective people actually do — and scored with graded credit, because “nearly right” and “actively harmful” are not the same wrong.
- Expert-keyed — panels of practitioners key each scenario; disputed items are adjudicated, not averaged away.
- Graded, not binary — partial-credit scoring separates the good-but-cautious from the confidently wrong.
- Context-real — conflict, prioritisation, ethics under deadline — the dilemmas your floor actually produces.
- Feeds the interview — judgment divergences become the exact probes your panel runs live.
A report the panel can actually read
Answers up top, 30 facets in plain language underneath, and the exact interview probes worth the panel's forty-five minutes — within minutes of completion. No four-letter labels, no astrology.
The dilemma that separates
A client demands a mandated check be skipped “just this once.” Complying scores lowest; quietly delaying scores mid; declining while offering the fastest compliant path scores highest. Candidates sort themselves — and the ones who chose the middle option get a targeted interview probe, not a rejection.
Questions we always get
Can candidates just pick the “nice” answer?
Scenarios are built with costly trade-offs precisely so social desirability doesn’t identify the key — sounding kind and judging well come apart under pressure.
Are scenarios role-specific?
Scenario families map to role context — customer-facing, managerial, safety-critical — and to your declared values where you’ve set them.
How does it combine with personality?
Personality says how they tend to behave; judgment says what they decide in context. When the two disagree, that disagreement is the interview agenda.
Go deeper in the research library: situational judgment tests · work samples and simulations.
People also evaluate
See judgment scored, scenario by scenario.
A 30-minute walkthrough with your roles, not a canned deck — and a sample report to keep.