A clear record behind every assessment decision.
People decisions are easier to examine when the criteria and supporting observations are clear. Phoenix51 connects that evidence with the assessment process.
Shared criteria before the interview
Define the competency framework and scoring approach before candidates are assessed. This gives assessors a common basis for the task and makes it easier to identify where interpretations differ.
Observations alongside scores
A number alone does not explain what a candidate did. Record the relevant response or behaviour so the team can inspect the basis for the score and provide specific feedback.
One workflow for the assessment
Keep frameworks, stages, tasks, candidates and results connected. Use reporting to examine individual performance and compare evidence across the people being assessed.
Human judgement stays accountable
The platform supports the assessment process. Your organisation remains responsible for selecting appropriate criteria, interpreting results and making employment decisions. No software guarantees a successful hire or removes every source of bias.
Frequently asked questions
How does Phoenix51 differ from a spreadsheet scorecard?
A spreadsheet can hold scores, but teams also need to manage candidates, assessment stages, tasks and supporting observations. Phoenix51 brings those elements into a shared assessment workflow with candidate views and reporting.
Why record observations as well as a score?
A score summarises an assessor’s judgement. An observation explains the behaviour or response behind it. Keeping both helps another reviewer understand the assessment and gives the team something specific to discuss when scores differ.
What should we check in a demonstration?
Use one of your own role profiles to test framework setup, assessment stages, candidate and assessor experience, scoring, reporting and export. Confirm the licences and support needed for your actual process.