Structured assessments clients can feel.
Most agencies still rely on unstructured interviews and generic question banks. Ratio gives you a complete, research-backed assessment for every role you fill.
Almost every agency screens candidates. Very few run those screens as real assessments. Unstructured interviews are convenient, but they are weak predictors of job performance.
Structured interviews with defined questions and scoring criteria are 2.2x more predictive than gut feel, but they are too time-consuming to build. Ratio does that work for every search.
You stay a human-first agency; Ratio gives your team the kind of structured assessments that traditionally require an I-O psychologist.
What Ratio Builds for Every Search
Skills Model
8-12 role-critical skills, not a 30-item wish list
Tailored Questions
One high-signal question per skill per round, in the best format
RATE Rubrics
Four-part scoring so any recruiter can evaluate consistently
Know exactly what good sounds like.
Every Ratio question uses the same four RATE lenses. Screening keeps all four lead-ins bare; rubrics for deeper questions add one job-specific floor to Relevance.
How the Rubrics Work
Relevance
Real systems and situations
Approach
How they do the work
Trade-offs
Trade-offs and constraints
Evidence
Outcomes and validation
ASK and Situational questions use Give specific detail, Explain their approach, Discuss the tradeoff, and Describe what good looks like. Behavioral questions use Provide a real example, Explain what they did, Discuss the tradeoff, and Share the outcome.
Senior Python Engineer at an AI platform company
“Your Python backend service is suddenly slow, users are seeing timeouts, and nobody is sure why. Where do you start?”
RATE Rubric
- R:Give specific detail — not just "check the logs"
- A:Explain their approach
- T:Discuss the tradeoff
- E:Describe what good looks like
Art Director managing a content producer
“Think of a time you had a direct report who was struggling to meet expectations and it was hitting team output. How did you work through it?”
RATE Rubric
- R:Provide a real example — not just "we talked it out"
- A:Explain what they did
- T:Discuss the tradeoff
- E:Share the outcome
For every skill—hard skills, domain knowledge, and core competencies—Ratio gives you the same four-line RATE pattern in every round. Your team learns one pattern and applies it across all your searches.
Turn better assessment into advantage.
Ratio does not replace your recruiters. It gives them a structured assessment system that is easy to run, easy to sell, and hard to copy.
In Your Search Work
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Higher fill rates
Shortlists built on demonstrated capabilities and trade-off thinking, not just resumes and charisma
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Less rework
Structured questions and rubrics reduce false positives and late-stage client rejections
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Consistent quality
Recruiters ramp faster using the same questions and criteria as your veterans
In Your Client Conversations
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A stronger pitch story
Show clients a sample assessment and how you will evaluate candidates for their role
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Stronger intakes
Align on skills and rubrics upfront, before you source the first profile
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Better summaries
Send candidates with specific RATE scores instead of vague “great communicator” notes
Human + Automation, by Design
Ratio automates extracting skills, designing questions for each round, and applying RATE scoring
Your humans review, ask, score, and recommend; the system keeps everyone using the same structure
Human judgment, backed by a consistent assessment system your clients can trust
See It in Action
Bring one open role. We will build a complete assessment with skills, questions, and rubrics so your next shortlist comes with evidence your clients can see.
Book a Demo