Less manual setup
A ready-made template already includes role-specific questions and criteria. Add the candidate and set a deadline.
Technical screening for recruiters and hiring managers
Compare candidates against consistent criteria — before the technical interview
Assign a ready-made screening or run an online interview. Gappraisal transcribes responses, compares them with your criteria, and creates a report with strengths, risks, and a recommended next step.
Ready-made templates for each role
Self-paced or HR-led
One report for recruiters and hiring managers
Example of a structured candidate result
From assignment to decision in 70 seconds
See the recruiter workflow from selecting a role-specific template to reviewing a structured candidate report.
One workflow. Consistent criteria for every candidate.
See how Gappraisal turns self-paced screening or a regular online interview into comparable evidence for recruiters and hiring managers.
- Assign a ready-made role template
- Capture and analyze the interview
- Review strengths, risks, and the next step
Results for the hiring team
What changes in technical screening
Instead of scattered notes and inconsistent approaches, the team gets one workflow from assigning the assessment to choosing the next step.
Fewer first-round interviews for experts
Technical leads review candidates after responses and criterion-based analysis have already been collected.
Comparable results
Candidates are assessed against the same questions and criteria, with results presented in one consistent format.
A clear next step
The report shows the final score, confirmed strengths, risk areas, and a recommendation for the next stage.
How Gappraisal works
One workflow from assignment to report
Recruiters set consistent assessment rules, while candidates complete the assessment in the format that fits the hiring process.
Step 1
Recruiter selects a role-specific template and criteria
Add a candidate, assign a ready-made screening, and set a completion deadline.
Step 2
The candidate answers independently or with a recruiter
Responses are recorded by voice in the candidate workspace or during a regular online interview.
Step 3
The team receives a structured report
The final score, confirmed strengths, risk areas, and a recommendation for the next stage are collected in one place.
Configure for the vacancy
Tailor the assessment to the role
Start from a ready-made template
Choose a workflow for the role and use aligned questions and criteria without building the assessment from scratch.
Add your own questions and criteria
Adapt the template to your stack, architectural practices, and the requirements of a specific vacancy.
Two technical screening workflows
Candidates can complete the assessment independently, or HR can run it during an online interview. Both workflows produce the same structured report.
Signs in
The candidate sees the assigned assessment, deadline, and instructions, then starts the session.
Opens the assessment on the candidate’s behalf
HR launches the assigned assessment from the candidate profile and starts a managed session.
After hiring
Use the same criteria to assess and develop employees
Apply the same approach to questions, criteria, and reports when making decisions within the team.
Employee grading
Compare employee responses with the expectations for their current and next level.
Internal mobility
Assess readiness for a new role or project against criteria agreed in advance.
Targeted development
Create recommendations focused on the areas that need additional practice.
Pilot with a real workflow
Pilot Gappraisal with one role
We will show the complete journey from assigning a screening to reviewing the report and tailor the criteria to your vacancy.
Privacy policy
The current personal data processing policy is available online: Open the policy. You can also download the Russian PDF.