Spoken, written, reading and listening assessment in English and twelve Indian languages. Psychometrics. Your own question bank. And proctoring built for the era where the candidate has ChatGPT open in another window.
Priced per assessment. Live in days, not quarters.
The problem
And most assessment platforms were built for campus recruitment and coding tests, not for a floor that hires four hundred agents a month in six languages.
Candidates now use language models, hidden earpieces, screen sharing and deepfaked video in remote assessment. Legacy proctoring largely watches for a second face in the frame. It was never designed for a candidate who is simply reading an answer off another screen.
Global platforms test English well and Indian languages barely. If your agent will spend the day speaking Tamil, Marathi or Bhojpuri, an English aptitude score tells you almost nothing about whether they can do the job.
A candidate clears the test, gets hired, and the platform never learns what happened next. So the criteria never change, no matter how the cohort performs on the floor. Most hiring filters have never been validated against anything.
What it does
Built for frontline voice and chat hiring at volume, not for graduate recruitment.
Fluency, pronunciation, pace and clarity, scored from live recorded audio.
Comprehension against real customer audio, including background noise.
Comprehension and accuracy on the kind of text an agent actually receives.
Grammar, tone and resolution quality on written chat responses.
Temperament, resilience, service orientation and rule adherence. Useful because a collections floor and a premium support desk need genuinely different people, and a single aptitude score cannot tell them apart.
Load your own scenarios and score against your own rubric. Questions can carry audio, images and video, so a candidate can be asked to listen to a real call, read a real invoice, or watch a real interaction and respond.
Thousands of candidates at once, mobile-first so a candidate needs nothing but a phone, and results back as a ranked shortlist rather than a spreadsheet of raw scores.
Assessed in the language they will actually work in
Code-mixed speech, the way people actually talk on an Indian floor, is scored as it comes rather than penalised.
Integrity
Four independent signals, analysed together rather than as a checklist of rule-based flags.
Continuous capture with presence, gaze and multiple-person detection through the assessment.
Screen recording and tab and window switching, so reading an answer off another window is visible.
Typing cadence and paste behaviour. A pasted answer and a typed answer do not look alike.
The four streams are analysed together to judge whether the answer was the candidate own work, rather than firing a flag every time someone glances away.
Every candidate gives explicit consent to the storage and analysis of proctoring data before the assessment begins, not buried in a policy afterwards. Proctoring depth is configurable, so you can run assessment with no proctoring, light proctoring, or the full stack. Under the DPDP Act that distinction matters, and we would rather you had the answer before your privacy reviewer asks for it.
The part nobody else has
Kalibr screens the candidate. Audira scores what they actually do once they are on the floor. What Audira finds feeds back into what Kalibr screens for. It is running today at a customer where leadership reviews both halves as one thing.
Language, psychometric and proctored assessment before hire.
Every interaction audited against your scorecard, in the language it happened in.
What the audit sees changes who gets hired next month.
Assessment vendors stop at the offer letter. Audit vendors start on day one. Running both means we can tell you which parts of your screening actually predicted performance, and which were noise.
How it works
No integration project. Most customers run their first real batch inside a fortnight.
Which languages, which skills matter, and what a good agent looks like on your floor.
Your scenarios and question bank, or ours to start with. Set the proctoring depth you are comfortable with.
Candidates take it on a phone, wherever they are. Nothing to download, nothing to install.
Scores per skill, integrity flags where they matter, and a recommendation. Then tune the cut-offs as you learn.
Proof
Kalibr came out of running document and content operations at scale for large Indian consumer companies. It was solving our own hiring problem before it was a product.
Both held today. Candidate and customer data handled to a standard your security team can verify rather than take on trust.
Deploy in our environment or entirely inside yours. For a regulated buyer that is usually the first question and the last objection.
Explicit, logged, and before any proctoring data is stored. Configurable proctoring depth so you can start shallow.
Talk to us
Bring a role you are hiring for right now. We will build the assessment in the session, run it on a handful of your own people, and you can judge whether the scores match what you already know about them.