250+
Validated Assessments
40
Specialty Areas
25%
First-Year Turnover Reduction
12+
HCBS Roles Covered
98%
Surveyor Acceptance
Assessment Platform
Scientifically validated assessments designed for home care, behavioral health, and IDD providers
Our assessments are built by licensed clinicians and psychometricians — not generic HR tools adapted for healthcare.
More than 250 role-specific, validated assessments across 40 specialty areas. Use them before hiring to screen candidates, after training to verify knowledge, or annually to re-certify competency.
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Assessment Types
Six Types of Assessments. One Platform.
From pre-hire screening to annual re-verification, our platform covers every stage of the staff competency lifecycle.
Clinical Knowledge Assessments
Measure clinical knowledge across nursing, personal care, medication administration, wound care, and specialty clinical topics.
Behavioral & Situational Assessments
Predict on-the-job behavior with scenario-based questions that reveal how candidates respond under real care conditions.
Role Fit & Job Readiness
Evaluate candidate alignment with specific role requirements, care philosophy, and organizational culture before hiring.
Post-Training Competency Checks
Verify that training was effective with matched post-assessment tools that confirm knowledge transfer and readiness.
Annual Competency Re-Verification
Automate required annual competency reviews with scheduled reassessments — flagging those who need refresher training.
Skills Checklists & Practical Evaluations
Supervisor-completed digital checklists for hands-on skill verification — with timestamps and audit-ready sign-off.
Field Guide
What "Validated" Actually Means — and Why It Matters
Any tool can call itself an "assessment." Four scientific criteria separate instruments you can defend from quizzes that create risk.
Reliability
Does it give consistent results?The same candidate should score similarly if tested twice. Validated assessments publish reliability coefficients — anything below ~0.80 is questionable for hiring decisions.
Content Validity
Does it measure the actual job?Questions must map to real job tasks, verified by subject matter experts. A "customer service" quiz repurposed for DSP hiring fails this test.
Criterion Validity
Does it predict performance?Scores should correlate with real on-the-job outcomes — retention, supervisor ratings, incident rates. This is what separates validated tools from internet quizzes.
Legal Defensibility
Can it survive a hiring dispute?Under EEOC Uniform Guidelines, any assessment used in hiring must be job-related and consistent with business necessity. Unvalidated tests are a discrimination-claim liability.
The Real Cost of One Mis-Hire
When a direct care hire leaves within the first 90 days — the most common failure window — the agency absorbs every dollar below with nothing to show for it. Multiply by a 40–50% first-year turnover rate and the case for pre-hire assessment makes itself.
Estimates reflect typical direct care positions; leadership and clinical roles cost substantially more to replace.
Role Coverage
Assessments for Every Role in Your Organization
Pre-built, role-validated assessments covering the full spectrum of HCBS and healthcare positions.