Technology companies use CogniHR to screen engineering candidates on code they actually write. Assessments compile and run submissions in 71 languages against hidden test cases, so a shortlist reflects demonstrated ability rather than résumé keywords — with sourcing, interviews and onboarding in the same platform.
Three failure modes we hear repeatedly, and what changes here.
Keyword screening surfaces candidates who describe skills well. Executable assessment surfaces candidates whose code passes the test cases. For engineering roles those are different populations, and only one of them can do the job.
The usual stack is an applicant tracking system plus a separate coding-assessment subscription, wired together by an integration that loses context in both directions. Here the assessment is a stage in the pipeline, and the result lands on the candidate record.
Assessment scores live in one tool and performance reviews in another, so the question of whether high scorers became strong engineers never gets asked. Holding both in one record makes it answerable.
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