ODNA® Talent solutions
Choose or build job-specific assessments. Review candidate integrity. Put reports, analytics, and ask ODNA to work in your hiring and development decisions.
Bring us one hiring roleExplore the solutions01 / Choose the assessment approach
A familiar job title can hide very different responsibilities. Choose an established assessment when it fits, or configure the measures around your role.
70+
An established starting point for organizations that know the type of assessment they need. Review the fit with the role, work environment, and intended use before delivery.
Your starting pointA ready-built assessment selected for the hiring or development question.
Explore assessment options200+
Use the job description, ODNA® Role Blueprint, manager input, and company-defined criteria to focus the assessment on what matters for this position.
Your starting pointA role-specific scale recommendation for human review and approval.
Explore job-specific configurationBehaviors · Cognitive abilities · Interests · Judgment · Integrity factors · Skills
The selection depends on the role and purpose.02 / ask ODNA before assessment
Assessment Architect Mode
Start with your job information. ask ODNA helps identify role requirements, recommends relevant scales, and explains why each recommendation fits.
What you receiveA proposed assessment direction your team can review, adjust, and approve.
Explore Assessment Architect ModeWatch how role information guides the assessment setup.
See where the ODNA Role Blueprint fits03 / Candidate integrity
Remote assessments need safeguards and a responsible way to review concerns. ODNA Talent combines content protection with information that helps administrators decide where follow-up is needed.
Indicators provide review context. They do not prove misconduct or automatically disqualify a candidate.
Review the circumstances, ask for clarification, and consider the other job-related evidence.
Learn about optional ID verification04 / Reports & deliverables
Move from scores to the questions, observations, and actions that help your team make an informed decision.
Review fit information in the context of the role requirements.
Explore Fit ScoreUnderstand how assessment findings may show up at work.
Explore Expected BehaviorsExplore findings through focused, job-related questions.
Explore Interview GuideCapture the examples and explanations shared in the interview.
Explore Response NotesEvaluate interview evidence against consistent criteria.
Explore Interview Rating SystemSet priorities, practical actions, and follow-up checkpoints.
Explore Development PlanningSee how ask ODNA supports the work after assessment.
05 / ask ODNA after assessment
Report Analysis Mode
Ask questions about assessment findings and prepare the material managers need for the next interview, review, or coaching conversation.
What you receiveDraft guidance and practical next steps for your team to review before use.
Explore Report Analysis Mode06 / Analytics & candidate comparison
Administer assessments, review candidate scores, and access analytics from the ODNA Talent platform.
Review similarities, differences, and scale-level context against common position requirements.
Explore candidate comparisonUse reports and summaries to focus the review. Combine assessment evidence with interviews, references, and relevant work evidence.
Explore the platformChoose priorities, define manager support, and set checkpoints for onboarding or ongoing coaching.
Explore development planning07 / Apply it to your workforce
Use the assessment, reporting, and review tools around the challenge your organization needs to address.
Explore role fit, prepare better follow-up, and compare candidates against consistent job requirements.
Explore this application ↗Examine the demands of leading people, moving into management, or preparing for a new assignment.
Explore this application ↗Review relevant behaviors and judgment alongside training, experience, and observed work practices.
Explore this application ↗Match the assessment focus to your customers, sales cycle, prospecting demands, and account responsibilities.
Explore this application ↗Explore communication, problem-solving, and judgment in the service situations your team handles.
Explore this application ↗Turn findings into onboarding priorities, coaching conversations, and actions managers can follow through on.
Explore this application ↗08 / Delivery & implementation
Define the role, intended use, reviewers, and reporting needs. Then choose the delivery and access approach that fits your organization.
Explore the complete workflowDeliver assessments by email or designated link and send reports to authorized recipients.
Export score-summary data for internal analysis and EEO reporting. API-based ATS or HR connections require technical discovery to confirm scope, security, timing, and cost.
Review the evidence supporting the measures and their intended use. People remain responsible for assessment selection and workforce decisions.
Explore the scienceReview responsible AI useHuman review throughout the process
Frequently asked questions
Answers about assessment options, integrity, ask ODNA, and your existing process.
Yes. ODNA Talent offers 70+ pre-built assessments. When an established option fits the role and intended use, it provides a starting point. When the role calls for a more focused configuration, your team can use role information and ask ODNA recommendations to select from 200+ validated scales. An authorized person reviews and approves the configuration.
Assessment Architect Mode supports the work before delivery: reviewing role information, recommending relevant scales, and explaining the recommendations. Report Analysis Mode supports the work after assessment: summaries, interview questions, comparisons, and development guidance. Both modes require human review.
No. External click activity, candidness indicators, and identity-verification information provide context for review. They are not proof of misconduct or automatic reasons to disqualify a candidate. Authorized users consider the circumstances and determine appropriate follow-up.
Yes. Appropriate assessments and reporting can support onboarding, coaching, leadership development, succession conversations, and role transitions. The measures and intended use should reflect the employee’s role and development goals.
Assessments can be delivered by email or designated link, reports can be sent to authorized recipients, and score-summary data can be exported. Configured API connections with recruiting or HR systems require technical discovery to confirm endpoints, security, data, timing, and cost. Assessment evidence supports interviews, references, work evidence, and human judgment.
Start with your business need
We’ll review the role, its performance requirements, and your current evaluation process, then recommend what should be measured and a practical next step.
Request a Hiring Role ReviewDiscuss leadership or employee developmentAssessments support decisions. They do not replace human judgment or guarantee hiring, performance, or business results.
