Calaris Assess

Enterprise solutions

AI has made real ability harder to see. Simulations bring it out.

As candidates prepare with AI, résumés and standard questions stop telling them apart. Calaris Assess is an AI conversational simulation of work scenarios, such as client proposals, customer service, and problem solving. With repeatable evaluation, it assesses how deeply candidates think and engage others, making hiring more rigorous and efficient.

Problem Solving · Cancellations are rising: You're in your second year in a food maker's e-commerce division. Your division head asks you to find out why subscription cancellations are rising and draft a rough plan to fix it.You have monthly cancellation rates and a survey of customers who canceled. Where the data is silent, make assumptions.

  1. AI: Now a work scenario. You're in your second year in a food maker's e-commerce division. Your division head has made this request.
  2. AI: Here's the monthly subscription cancellation rate. It rose from 4.1% in April to 6.0% in September. What would you look into first?
  3. Candidate: I'd want to know which customers are canceling, and why. Is there data on their reasons?
  4. AI: There's a survey. The top reason, at 42%, was “too much to finish.” What does that suggest?
  5. Candidate: The amount seems to matter more than price. If customers could choose quantity and delivery frequency, I think more would stay.
  6. AI: So you'd let customers choose quantity and interval. How might that affect revenue?
  7. Candidate: Revenue per delivery would drop, but with fewer cancellations I think revenue holds up long term. I'd test it with some customers first.
  8. AI: If you test it with some customers, how will you know if it worked?
  9. Candidate: I'd compare the share still subscribed after three months, test group versus everyone else. I'd also check how much revenue per customer fell.
  10. AI: Finally, how would you sum it up for your division head in a sentence?
  11. Candidate: I'd tell him most cancellations come down to the quantity not suiting customers, so I'd start by letting them choose quantity and interval, testing it with some customers first.

Relationship Building · First meeting with an inherited client: You're a second-year sales rep at a parts maker, taking over a senior colleague's client next month. You'll meet the client's purchasing manager for the first time.The five-year relationship has had no major problems. Your colleague is moving departments but is still around to ask.

  1. AI: Next month you take over a client account from a senior colleague. Here are the handover notes. How will you approach your first meeting with the purchasing manager?
  2. Candidate: Beforehand, I'll ask my colleague about the account's history. In the meeting, after introducing myself, I'll ask what's on her mind about our current business and what they have coming up.
  3. AI: So you'll ask what's on her mind. The notes say she keeps small talk short and gets straight to business. Anything you'd adjust in how you run the meeting?
  4. Candidate: I'll open by briefly saying what I want to ask today, and tell her up front I'd like about 30 minutes.
  5. AI: Midway through, she says, “Things always moved quickly with your predecessor.” How do you respond?
  6. Candidate: I'd say I'll keep my colleague's way of working as much as I can, then ask her right there what she'd want to hear about quickly.
  7. AI: She asks, “We may have a rush order next month. Can you meet the delivery date?” How do you answer on the spot?
  8. Candidate: I won't say yes on the spot. I'll ask how soon and how much she needs, and say I'll check internally and reply by tomorrow morning.
  9. AI: After the meeting, what would you get done in your first month?
  10. Candidate: Deliver the answer I promised, on time. Before the next regular meeting, I'll review past meeting records with my colleague.

Client Proposal · Data-backed shelf proposal: You're a sales rep at a household goods maker, using sales data to propose detergent-aisle changes to the buyer at a supermarket chain you supply.The buyer is cautious about changing the aisle. Shelf space is limited.

  1. AI: You'll propose changes to the detergent aisle to its buyer at a supermarket chain you supply. Here are your notes on the buyer.
  2. AI: This is the refill share of sales in this aisle. In four years, it grew from 38% to 53%.
  3. AI: Right now, bottles take four shelves and refills two. Based on this data, what would you propose?
  4. Candidate: Refills are now over half of sales but still get less shelf space. I'd propose four shelves for refills and two for bottles.
  5. AI: He only changes the aisle when the numbers show a clear effect. How would you pitch it?
  6. Candidate: I'd propose a two-month trial in a few stores first, not all at once. We'd compare whole-aisle sales, and I'd promise to restore the old shelves if results are worse.
  7. AI: What if he says, “Won't fewer bottle shelves just cut bottle sales?”
  8. Candidate: People rarely replace the bottle, so I think fewer shelves would matter little. We'd check that in the trial stores too and show him the numbers.
  9. AI: The buyer asks, “A trial's fine, but who's going to rearrange the shelves?” How do you answer?
  10. Candidate: Our team will visit the stores and do the rearranging. We'll prepare a shelf plan first and have store managers check it before we start.
  11. AI: Finally, in a sentence, what's the one thing the buyer should take away?
  12. Candidate: Matching shelves to what sells will grow sales for the whole aisle. And I'd ask him to let us prove it in a few stores first.

People Management · 1-on-1 after a missed deadline: You manage a sales team. Hold a 1-on-1 with a team member who keeps missing proposal deadlines.She's in her third year. Careful work, but three missed deadlines in the past two months. She says “the client's requirements changed partway through.”

  1. AI | Team member: Sorry, I missed this week's proposal deadline again... The client changed their requirements midway, so there wasn't much I could do.
  2. Candidate: Thanks for telling me. It's tough when requirements change midway. I'm not here to blame you; let's look together at where the time went. When did you start on it?
  3. AI | Team member: Three days before the deadline. I was swamped with another project... But I thought it'd go quickly once I started writing.
  4. Candidate: Three days. Before you started writing, did you check the client's requirements?
  5. AI | Team member: No, I just used my notes from the last meeting. When I checked midway, the assumptions had changed...
  6. Candidate: I see. It sounds like the delay came less from the change than from noticing it late. What do you think?
  7. AI | Team member: ...You're right. One call before I started writing, and I think I'd have caught it two days earlier.
  8. Candidate: Spotting that yourself matters a lot. So on the next project, what will you check, and when? Put it in your own words.
  9. AI | Team member: Before writing, I'll sum up the requirements in three lines and send them to the client to confirm. At least a week before the deadline.
  10. Candidate: Good. In next week's 1-on-1, let's review your three lines and the client's reply together. If it doesn't work, that helps next time too.

Simulations that bring out how candidates think and engage others

Transcript

  1. 02:14
    AI
    OpeningLet's start with your estimate. What annual revenue did you arrive at?
  2. 02:41
    About ¥300,000 a year per location: 50 users, 60% in the office, a 30% daily purchase rate, and ¥120 per item.
  3. 03:08
    AI
    Who's in the officeYour breakdown is clear. Why did you count only the people in the office?
  4. 03:35
    People who never pass the shelf can't buy, so I only counted those on site. I left out work-from-home days.

Dialogue surfaces the differences you couldn't see

Q&A-style interviews give highly consistent evaluations, but prepared answers can hide how candidates reason and decide on the job. Calaris adds a conversational simulation of work-like scenes to your existing interviews to draw out what résumés and skills can't show.

DETAILED BREAKDOWN

Cognition

Structured thinking3.80Logical thinking3.80Hypothesis thinking3.60Issue focus3.80Quantitative reasoning3.60Critical thinking3.10Strategic thinking3.60Creative thinking3.30Issue setting2.70

Standard criteria shown. Dimensions and weights can be tailored to your company (varies by plan).

Evaluate everyone on the same standard

Reviewers often differ in how they read a candidate's thinking and decisions. The AI scores each candidate against your criteria and keeps the statements behind each score, so your team can compare on one standard and decide.

Feedback report

1 / 4Cover

Turn hiring results into feedback candidates can build on

Strengths seen in the dialogue, growth areas with tips, and self-reflection questions. Your team reviews and approves each report the AI prepares before it's sent. Your logo and message can go on the cover. Even unsuccessful candidates learn something, which builds acceptance and trust in your company.

Four business people in suits (illustrative)

Support cycle

01Design

  • Clarify hiring requirements
  • Set evaluation criteria
  • Design the scenarios

Consultants with you from design to improvement

Consulting-firm alumni work with you before and after launch: aligning on talent requirements, designing formats and topics, analyzing all candidates after launch, checking correlation with later hiring results, and improving the next round.

Four simulations for hiring

From graduate generalists to specialists and promotion to management. Pick and combine scenes that match your roles from four simulations.

  1. 01

    Problem Solving

    How do they tackle problems with no set answer?

    Mainly evaluates Cognition through dialogue about a business's growth strategy, looking for core skills, like logical and hypothesis thinking, that stay essential as AI becomes the norm.

    Typical roles

    • Consulting
    • Corporate strategy & planning
    • Business strategy & planning
    • Investment & finance
    • Graduate generalists
    • Future executives
  2. 02

    Client Engagement

    How do they understand clients and move them to act?

    Evaluates the overall ability to understand, empathize with, and influence people in a client scene that recreates how candidates draw out a client's issues and shape a proposal.

    Typical roles

    • B2B sales
    • Consultative sales
    • Advisory
    • Customer success
    • Graduate generalists
  3. 03

    Customer Interaction

    How do they engage with customers and respond?

    Evaluates hospitality and responsiveness in a customer-service scene: reading the situation, staying attuned to the customer's feelings, and deciding and responding quickly.

    Typical roles

    • Retail & services
    • Hotels & airlines
    • Store operations
    • Customer support
    • Customer-facing graduates
  4. 04

    People Management

    How do they understand people and help them grow?

    Evaluates the ability to understand others and help them see issues and change how they act. In a scene about managing and developing a team member, the candidate works from that person's own concerns.

    Typical roles

    • Managers
    • Next-generation leaders
    • Future executives
    • Promotion to manager
    • Graduate generalists

Running the process

Candidate-first hiring, without extra work for your team

Before launch, Calaris consultants design the criteria and simulations with you. Candidates join from home at a time that suits them and show real ability in a dialogue that feels human. Your team spends less time scheduling and more time engaging shortlisted candidates.

  1. 1

    Candidates book their own slot

    Candidates get a session URL and book an open slot. Before starting, they review why it's recorded and how it's evaluated, then consent. Your team registers them by ATS candidate ID. No scheduling needed.

  2. 2

    Natural dialogue that brings out real ability

    Not a Q&A test: questions deepen with each answer. From home, candidates can share their thinking without getting too nervous. Sessions aren't tied to interviewer availability, so many can take part at once.

  3. 3

    Same criteria, with evidence

    Candidates are evaluated on what they said, against the same criteria, not on education or career. Compare scores and supporting statements in one list and choose with confidence who to meet next.

  4. 4

    Feedback candidates can learn from

    Your team reviews and approves the strengths and growth areas before candidates see them. Even unsuccessful candidates gain something for next time, which builds trust in your company.

    Feedback report
  • Turn first-round interviews into engagement time

    The simulation gathers what a first-round interview would (pass/fail decisions stay with your company), freeing interviewers and managers to meet and win over promising candidates.

  • Candidate experience becomes your employer brand

    No scheduling hassle, a dialogue that shows their ability, and results to learn from. Candidates leave with trust and goodwill toward you.

  • Fits into your current process as is

    Register candidates by ATS candidate ID and run Calaris alongside your existing ATS.

Four business people in suits (illustrative)
Organizational Transformation Advisory

From designing interviews to running them

Support tailored to your hiring goals and roles, from simulation design and scoring criteria to ongoing refinement, in formats such as conversational simulations and fit interviews.

Coming soon

Key features

From 3D avatars in your company's style to scheduling-free sessions and branded feedback reports.
Select an item for details.

Avatar

Speaking

Thank you for joining today. To start, could you briefly introduce yourself?

013D avatars in your company's style

  • An avatar lip-syncs to the AI's voice as it talks with the candidate. A face-to-face feel eases nerves and helps them show what they can do. Available on the Premium Plan.

  • Pick a ready-made avatar to suit the tone of your process or role. Available on all plans.

  • A custom avatar, down to attire and background, becomes the “face of your company” candidates meet first, carrying your brand. Available on the Standard Plan and above.

Dialogue design

Focus points (Client Engagement)

  • Uncovering needs
  • Proposal logic
  • Handling concerns
  • Securing next steps

02Dialogue design tuned to your goals

  • Set what to look for and where to probe on each topic. The AI's questions follow the behaviors you prioritize.

  • Combine parts, such as Client Engagement + fit interview or Problem Solving + Client Engagement, to match what you want to measure.

  • Set topic, data, and follow-up difficulty for new graduates, experienced hires, or managers. Questions also adapt to how well the candidate answers.

Evaluation criteria

Talent profile

Sales (exp.)Planning (grad)
  • Cognition25
  • Influence40
  • Drive & Delivery25
  • Coachability10

Total 100 / 100

Standard criteria shown. Dimensions and weights can be tailored to your company (varies by plan).

03Evaluation criteria for each role

  • On the Standard Plan and above, switch criteria by role or process and weight each dimension to fit your talent requirements. Refine them by checking correlation with interviewer ratings and on-the-job performance.

  • On the Premium Plan, design and add criteria unique to your company, such as your guiding principles or the profile you're hiring for.

  • Evaluate what each role needs on 24 dimensions across Cognition, Influence, Drive & Delivery, and Coachability.

Session management

candidates.csv200 candidates

Candidate IDStatusURL
ATS-2026-0048Registered
ATS-2026-0047Registered
ATS-2026-0046Registered
ATS-2026-0045Registered

04Sessions not tied to interviewer availability

  • Register candidates by ATS candidate ID and issue session URLs in bulk. Candidates book open slots themselves; no scheduling.

  • Offer weekday evening and weekend slots. Sessions aren't tied to interviewer availability, so many can run at once.

  • Scores and evidence on the same criteria arrive as each candidate finishes. Compare in one list and decide who moves on.

Feedback report

Cover color

05Feedback reports in your branding

  • Set the cover color, image, logo, and message, so each report reads as a message from your company.

  • Mix and match strengths, growth areas with next steps, reflection questions, what good looks like, and more. Choose which to include for each process.

  • Your team reviews and edits AI-generated reports, then approves and sends them in bulk. Candidates can view theirs via a link for one month after sending.

Cheating detection

FaceMain camera
Smartphone filming the candidate's handsCandidateScreenHandsCamera 2
  • Fullscreen kept
  • Tab switching
  • Copying

06Layered measures to deter cheating

  • Detects when candidates leave fullscreen, switch tabs, or try to copy text. A smartphone used as a second camera shows their hands and surroundings.

  • Follow-ups build on each live answer, making it hard to rely on prepared answers or on reading out generative AI output.

  • Video and audio are recorded, and the AI flags moments to check, such as leaving the seat, off-screen glances, or other voices. Your recruiters review them in the recording before deciding.

Before launch, Calaris consultants design the simulations, dialogue, and evaluation criteria with you.
Some features, such as avatars, cheating detection, and feedback reports, vary by plan.

Getting started

1

Contact us

Use the form to share your hiring goals, expected candidates per year and timing. We'll be in touch.

2

Consultation and demo

We review your hiring process and challenges, show the real session screen and evaluation report, and propose a plan and quote for your expected volume and use.

3

Contract and design

After signing, we agree on your target profile and pick the simulations and criteria. On the Standard Plan and above, we also set dimension weights and build company-specific simulations.

4

Launch

Start inviting candidates when you're ready. On request, your team can first try a test session to check the difficulty of the questions and the evaluation criteria.

5

Post-launch review

We check session results against later hiring outcomes and post-hire evaluations, then refine criteria and questions.

Considering Calaris Assess? Let's talk