Product
Five automated steps carry every candidate from job post to ranked shortlist.
Explore each step below.
How MeritFinder works
- 1
Job creation: Enter the role, and MeritFinder turns it into a full job description and a matching set of assessments.
- 2
Video interviews: Role specific, standardized interviews, evaluated automatically
- 3
Multiple choice exams: Technical and conceptual questions generated per role, with optional KYC and proctoring.
- 4
Live coding exams: Technical and conceptual questions generated per role, with optional KYC and proctoring.
- 5
Reports: one consistent, visual report per candidate, ready to compare, rank, and share.
Job creation
Overview
Most hiring tools assume you already have a polished job description and a fixed idea of how you will test candidates. MeritFinder starts one step earlier: give it the basics, and it builds out both the description and the assessments that will actually measure the skills you listed, matched to how your company already talks about itself online.
How it works
Basic InputThe employer enters the job title, application deadline, required skills, and a short role summary.
Company and role analysisMeritFinder reads your company website to match tone and culture, then writes the full description.
Assessment selectionThe employer selects which assessments to include: video interview, multiple choice, or live coding.
Link generationMeritFinder generates a single job link and the full assessment flow, ready to share on any platform.
Why it matters
Employers get a job description that already sounds like their company instead of a generic template, plus a matched assessment flow, ready to share in minutes instead of hours of separate writing and test design.
What MeritFinder analyzes
- The skills and requirements entered for the role
- Your company’s public website for tone, values, and communication style
- How the role compares to the skills required for similar positions
Company data and privacy
MeritFinder only reads what is publicly visible on your company website, such as your careers page and general site copy. It does not access private systems, internal documents, or anything behind a login.
Benefits and time savings
Employers skip a separate job ad writing step and a separate test design step entirely. As part of MeritFinder’s full workflow, teams report cutting overall screening time by up to 80%.
Frequently asked questions for
job creation
What information do I need before I start?
Can I mix and match assessment types per role?
What if my company does not have a dedicated careers page?
Can I edit the generated job description before publishing?
Video interviews
Overview
Traditional interviews vary depending on who is asking the questions, their mood, or how much time they have. MeritFinder removes that variance: it generates the questions, conducts the interview, and analyzes every response, so hiring teams see what a candidate actually said and did, not how one interviewer happened to perceive it.
How it works
Question generationMeritFinder generates questions specific to the role, based on the required skills and job description.
Standardized interviewEvery candidate gets the same questions, order, and time limits, then responds by video within the deadline.
Response analysisMeritFinder analyzes each video response for relevance, clarity, and alignment with the required skills.
ReportingA comparable report is generated automatically and appears on the employer’s dashboard, ready to review.
Why it matters
Because every candidate faces the same questions in the same structure, hiring teams compare responses directly instead of reconciling different interviewers’ notes and subjective impressions.
What MeritFinder evaluates
- Relevance and completeness of each answer
- Communication clarity
- Alignment with the specific skills required for the role
Security and candidate data
Video responses are encrypted, access is limited to the hiring team, and they are used only for evaluation, in line with MeritFinder’s data protection standards.
Benefits and time savings
Video interviews remove the scheduling back and forth of live calls: candidates respond on their own time, and hiring teams review results the same day instead of coordinating calendars across a team.
Frequently asked questions for
AI interviews
How long does a video interview take?
Can employers customize the questions themselves?
Do candidates get feedback after the interview?
Is this different from a recorded one way video interview tool?
Multiple choice exams
Overview
Static question banks test what a candidate memorized, not what a role actually needs. MeritFinder writes a new exam for every job, built directly from the skills the employer listed, then protects its integrity with verification and proctoring.
How it works
Identity verificationAn optional identity check runs before the exam starts, adding trust without slowing candidates down.
Question generationMeritFinder generates technical and general questions, matched fresh to the skills each role requires.
Online proctoringProctoring tools monitor the exam in real time to protect its integrity and catch irregular behavior.
Scoring and analysisAnswers are scored and analyzed automatically, with results appearing on the employer’s job dashboard.
Why it matters
Questions are written fresh for every role instead of pulled from a static library, so results reflect the skills the job actually needs, and proctoring means those results can be trusted.
What MeritFinder evaluates
- Correctness of each answer against the required skill
- Overall technical and conceptual competency for the role
- Consistency and integrity of the exam session
Exam integrity and proctoring
Proctoring flags irregular behavior during the exam, such as switching windows or unexpected pauses, so employers can trust the results without watching every session themselves.
Benefits and time savings
One exam covers what would otherwise take a full technical screening call, freeing recruiters and hiring managers from screening candidates manually one by one.
Frequently asked questions for
multiple choice exams
How long does a multiple choice exam take?
Is identity verification required for every exam?
Are the questions the same for every candidate applying to the role?
How is this different from a generic test library?
Is proctoring mandatory, or can employers turn it off?
Can employers preview the question set before it goes live?
Live coding exams
Overview
A candidate can talk convincingly about how they would solve a problem. Working code is harder to fake. MeritFinder puts candidates in front of a real coding task in the languages the role requires, then evaluates the result on more than just whether it passed.
How it works
KYC and proctoringAn optional identity check runs before the exam starts, adding trust without slowing the process down.
Coding challengeMeritFinder generates a coding challenge in the programming languages required for the role.
Code evaluationSubmitted code is evaluated on test case success, code quality, and time and memory efficiency.
ReportingResults and performance insights appear automatically on the employer’s dashboard for review.
Why it matters
Candidates are judged on working code, not a description of it on a whiteboard. This is closer to the actual job, and harder to fake than a take home assignment with no proctoring.
What MeritFinder evaluates
- Whether the code passes the required test cases
- The quality and readability of the code itself
- Time and memory efficiency of the solution
Proctoring and anomaly detection
Live proctoring flags unusual activity during the exam, such as copying code from an external source, so employers can trust that the submitted solution reflects the candidate’s own work.
Benefits and time savings
One proctored session replaces a take home assignment and a separate live coding interview, saving time for both the candidate and the hiring team.
Frequently asked questions for
live coding exams
How long does a live coding exam take?
Which programming languages are supported?
What counts as an anomaly during proctoring?
Is the code evaluated only on whether it runs?
Can employers preview the coding challenges before they go live?
Reports
Overview
Different interviewers write different notes, and different tests produce different formats. MeritFinder closes that gap by generating one consistent, visual report per candidate, regardless of which assessments they took.
How it works
Automatic generationAs soon as a candidate finishes their assessments, MeritFinder generates a visual report right away.
Detailed breakdownEach report includes a skill breakdown, performance metrics, and any proctoring flags found.
Sharing and exportReports can be downloaded as a file or shared directly with the rest of the hiring team for review.
Comparison and rankingEmployers compare candidates side by side and shortlist their top candidates with just one click.
Why it matters
One consistent report format for every candidate means hiring teams compare apples to apples, instead of reconciling different interview notes and exam formats.
What MeritFinder evaluates
- A skill by skill breakdown mapped to the role’s requirements
- Performance metrics from every assessment the candidate completed
- Any proctoring flags raised during exams or interviews
Format and sharing
Reports live on the employer’s dashboard and can be shared with the wider hiring team, so every decision maker sees the same evidence.
Benefits and time savings
Ranking and shortlisting replace hours of manually comparing resumes and interview notes. Hiring teams see their strongest candidates in one place, in the order that matches the role’s actual requirements. Employers using the full MeritFinder workflow report cutting screening time by up to 80%.
Frequently asked questions for
reports
What format are reports available in?
Do reports cover more than one assessment type?
How are candidates ranked in comparison?
Does every candidate get the same report format?
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