A CV tells you what someone has done — not what they’re capable of doing.
Decisions about people
Every important decision about a person is made with incomplete information.
Hiring. Admitting. Promoting. Building a team. The decisions that drive the most outcomes — and still depend on impression, intuition, and luck.
For hiring · Team management · Student admission
The invisible cost
What you have today isn’t enough — and you can’t always tell.
The interview reveals who’s good at interviews, not who’ll be good at the job.
Gut feeling introduces bias no one notices. References say what the candidate wants them to say.
The insight
The skills that actually predict performance — how someone reasons, decides, collaborates and reacts under pressure — are measurable. Scientifically. You just didn’t have a way to access them.
SkillCert measures what the resume and the interview don’t show — and turns that data into more precise decisions about people.
Scientific assessments · cognitive and socioemotional skills · outputs that inform the decision, not replace it.
Who it's for
Three contexts where deciding about people is a strategic decision.
01 / Universities
Admissions committees
Bachelor, master and PhD programs. Selecting who will learn, adapt and thrive in the program.
02 / C-level Strategic talent decisionsSuccession, skill gaps, high performance. Where choosing people is a long-term decision.
03 / HR Hiring and team managementSelection processes, team mapping, composition and development decisions.
For your context
Where does this become real for you?
Hiring type:
You have a hiring process running. At some point, you need to cut from 50 to 10, and from 10 to 3. How are you doing that today?
Objective, consistent and defensible criteria to filter and compare candidates — integrated into the workflow you already use.
See ATS integration →You have hundreds of candidates. Interviewing everyone is impossible. Filtering by resume is unfair and imprecise. How do you find the ones with real potential?
The cognitive test processes volume efficiently, generates real-time results, and surfaces candidates the resume would never select.
See internship & trainee programs →You’re at the finalists. Everyone looks good. The role matters. The cost of getting it wrong is high. What do you do?
The full cognitive test (with essay questions) + socioemotional + a one-pager with fit indicators and questions for the decisive interview.
See a one-pager sample →You already know your team — but do you really? What explains the frictions, the behavior patterns, who leads informally, who’s overloaded?
Team skill mapping delivers a view that goes beyond day-to-day observation — and creates the basis for hard conversations grounded in data, not opinion.
See a team report →Grades and academic history tell you what a candidate has done. But what will they be able to learn and develop throughout the program?
The cognitive test measures meta-skills — the capacities that predict learning and adaptation, regardless of background or prior trajectory.
See dedicated page for universities → See scientific references
Who already decides with us
Companies and universities use SkillCert to decide with more clarity.
SkillCert’s solutions deliver analyses and insights we’ve never seen in other tools. They help us make decisions about people based on reliable data and with less subjective bias.
Every year we run several processes with many candidates for key positions across our units nationwide. SkillCert came in as a selection stage that helps us reduce the risk of hiring mistakes. The reports make it easier to understand candidate profiles and to lead more assertive interviews. The SkillCert team is also excellent at support, giving us everything we need.
Brasis was born inside Opportunity and has very specific talent challenges. SkillCert’s assessments have been helping us look more clearly at what we seek in culture and performance, and also to develop professionals more consistently with who we are and what we want to build.
100k+
Skill assessments already completed on the platform.
94%
Correlation of our English test (long version) with the TOEFL.
3+
Native ATS integrations (Greenhouse, InHire, TOTVS) — and open to new ones.