Totari

Deciding on the perfect job candidate comes down to two questions:

What is this person actually like to work with?
Can they actually do the job?

To get there, you spend weeks sifting through CVs, phone screens, reference calls, and interviews where candidates tell you why they think they're the right fit while you try to guess if they're secretly using AI to cheat the system.

It's like test driving a car by chatting with the salesman.

lets you take job candidates for a test drive by gamifying the interview.

Simulate your workplace.

gives you a way to see how a candidate actually behaves
while on the job by testing their reaction to real-world use cases.

Does the engineer know what to check for during a site inspection?
Does the lab tech protect the sample against contamination?
Does the warehouse supervisor stop for a safety issue or let it slide?

No leading questions. No hypotheticals.

Give them a task, watch what they do, and hire with confidence.

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I think the more senior the role gets, the bigger the risk if you get it wrong. And our business is confidential and regulated, so we can't exactly run someone through a trial.

— Sarah L.

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Intermediate to senior roles - those are hard. We end up just promoting internally a lot of the time. Which is fine, but I do think we're sometimes missing out on people outside the company because of it.

— Amie W.

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We're lucky though, in New Zealand we've got the three-month trial thing. It's really hard to tell from the interview if someone is going to handle the role and fit with the team.

— Drew M.

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We do psychometric testing but it's outsourced. It's part of the picture I guess, we just don't want to lean on it too much, there's that bias risk.

— Jamie S.

AI RESUMES SEEM FLAWLESS

Human Behaviour isn't

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— Sarah L.

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— Amie W.

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— Drew M.

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— Jamie S.

Gamified interviewing.

Get in touch

Asha

Anya