Trades hiring that finds the right hands, faster.
Hard to fill, expensive to get wrong, and stubbornly short of diverse talent. Technician and field-service hiring fails when a CV can't tell you who has the judgement, customer manner and problem-solving to thrive on site. A day-in-the-life assessment shows candidates the real job — and shows you who has the behaviours to learn the skills and stay.
The problem with the traditional approach to trades hiring.
Three things a CV won't tell you about a technician.
It's not just technical
Being a good technician is as much about customer manner, admin and judgement as it is about the tools. A CV lists qualifications; the assessment shows whether someone can actually handle the whole job.
Judgement on site
The best technicians know what to prioritise, when to escalate and how to make a customer feel looked after. Realistic scenarios surface that judgement in situations pulled straight from the role.
Behaviours that train up
For entry-level field roles the right behaviours matter more than existing skills, because the skills can be trained. The assessment identifies who has the aptitude and attitude to learn fast and stay.
Screening technicians on CVs alone narrows an already narrow pool and misses people who'd thrive on the job but never trained the traditional way. Show the real work and you find capable, diverse candidates a CV would have filtered out.
Three steps from application to site-ready shortlist.
Candidate applies
A single mobile link at the top of your funnel — no login, optionally wired to your ATS so the assessment triggers straight after application to your technician roles.
Realistic assessment
A short day-in-the-life: a fault to diagnose, a customer to handle, a call on what to prioritise. Candidates experience the real mix of technical and non-technical demands.
Scored and shortlisted
Your team interviews the strong fits only, with an insights report on each candidate's technical and behavioural strengths — so you select on evidence, not just a CV.
The technician still with you in two years usually isn’t the one with the longest CV — it’s the one who already knew what a bad day on site actually asks of them.
Questions about technician assessments.
They are tailored to the realities of specific technician roles, combining technical questions that gauge mechanical aptitude with judgement-based scenarios that test customer service and problem-solving. Candidates get a realistic picture of the job and can self-opt out, which reduces attrition, while your recruiters get a clear basis to prioritise the funnel.
Field service technicians and engineers, maintenance technicians, glass and body-repair technicians, mechanics and more. Each assessment is built bespoke around the specific demands of your role and environment.
Yes. By focusing on a day-in-the-life simulation rather than background factors like which school or college someone attended, the assessment evaluates candidates on their ability to thrive in the actual role — which helps widen the pool and improve the women-to-men ratio in a heavily male field.
Most technician customers use the assessment right after application, at the top of the funnel. It integrates with your ATS so previews accelerate time-to-hire and selection is based on performance, not just a CV.
Yes. By closing the gap between candidate expectations and the reality of the role, the assessment reduces early attrition and has been shown to improve new-hire performance and retention.
See what this looks like for your technician roles.
A 30-minute call with someone who has set up assessments for field-service and skilled-trades teams. No slide deck — just your roles, your hardest vacancies, and what good hiring looks like on site.