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Assigning an assessment creates the work. The platform then handles the notification, the runner, the scoring, and the contribution to the competency profile. Your job is to pick the right person, the right saved assessment from the library, and a sensible deadline.

Where to do it

Three paths:

From the Develop dashboard. /{slug}/app/develop → + Assign assessment. A wizard opens.
From a person's profile. Click Assess → pick Assign new assessment → same wizard, with the person pre-filled.
From the People roster. Tick the people you want, then Assign assessment (N) in the selection bar. The wizard opens with all of them already loaded — see Cohort assignment.

The wizard

The wizard is type-first — you choose what kind of assessment you're assigning before you see any options:

Pick the assessees. Autocomplete by name, and keep picking — the field is a multi-select. One person is simply a cohort of one. Each pick becomes a chip you can remove, and the count is shown above the chips.
Choose the assessment type. Select General or Technical. Everything below filters to that type — you never scroll past options that don't apply.
- General shows the workspace's general (cognitive / behavioural) library items. General assessments can optionally have their questions varied with AI before assigning — single assignment only, see below.
- Technical shows the technical library items, and adds the option to schedule a technical interview (see below).
Pick the assessment. Browse the library for a saved assessment of the chosen type. You are choosing a finished, library-ready assessment — no format selection happens here.

Submit and the assessment is assigned. In the Technical pathway you can also assign no template at all and just schedule an interview.

Cohort assignment

Running a behavioural baseline across a nursing cohort of 65 used to mean 65 full passes through the wizard. It is now one.

Adding people. Three ways, freely mixed:

One at a time. The person field is a multi-select; each pick adds a chip.
"Add everyone in…" The second picker adds a whole group at once, grouped by Job Description, Job family, and Org unit, with each group's headcount shown beside its name. Only groups with more than one person appear — a group of one is just the person.
From the People roster. Selecting rows there and clicking Assign assessment (N) opens the wizard with ?personIds=…, and those people are loaded into the field on arrival. Filter the roster first, then act on what you see — this is usually the fastest route to a real cohort.

Remove anyone with the × on their chip, or Clear all to start over.

What happens on submit. Every selected person is processed independently: their own line-manager scope check, their own duplicate check, their own draw of questions from the bank, their own assignment record, and their own ASSESSMENT_ASSIGNED notification. Nobody in a cohort shares a question paper — each person gets an independent draw, exactly as a single assignment does.

Partial failures are shown, not swallowed. If some people could not be assigned — already holding an open attempt of the same assessment, or outside your reporting tree if you're a line manager — the wizard stays open, tells you how many succeeded and how many did not, and names each person who failed with the reason. Those people stay selected so you can fix the cause and retry; the ones who succeeded are dropped from the selection so retrying can't double-assign them.

Two other things stay single-person by nature:

Scheduling a technical interview. The drawer books a slot with named interviewers, which has no cohort meaning. Leave exactly one person selected to use it.
The redirect after submit. Assigning to one person lands you on their profile; assigning to a cohort lands you back on the Develop dashboard.

There is no scheduling or staggering — cohort assignments land immediately, all at once.

Competency mismatch warning

If the assessment you chose is a technical assessment and the competency it covers is not in the assessee's position competency requirements, the platform shows a non-blocking warning before you confirm. The warning tells you which competency the assessment covers and that it falls outside the person's current role requirements. You can proceed with the assignment anyway — the warning is informational, not a hard stop.

With several people selected the warning covers the whole selection: it lists any competency the assessment covers that at least one selected person's position does not require. On a mixed cohort that list gets long — which is itself the signal that the cohort is not as homogeneous as you assumed.

Technical pathway: scheduling a technical interview

In the Technical pathway you can schedule a technical interview for the person — on its own, or alongside a technical assessment. The interview is a first-class item, not bundled into the assessment.

This uses the same interview scheduler as the hiring pipeline — one shared component, one shared flow. Click Schedule interview to open the drawer: it proposes the next two Saudi working days, warns if you pick a Fri/Sat, and offers one-click Google Meet links (Zoom and MS Teams coming soon). You set offered slots, duration, location, and interviewers. (In the hiring pipeline the interviewer is fixed to whoever is scheduling; from here you pick the interviewers yourself.) The rubric defaults to the one attached to the person's position.

The interview is created directly for that person, the person gets an ASSESSMENT_ASSIGNED notification linking to their interview, and it appears in their interview list. Assigning a technical assessment and scheduling an interview are independent actions — do either, or both.

MCQ sub-results are auto-scored the moment the candidate submits.
Case study sub-results require a reviewer (a role with Evaluate people, such as a Workspace Admin or Line Manager) to confirm or edit the AI-drafted scores before the result is final.

For the full breakdown of each format, see Technical assessment formats: MCQ, case study.

What the assignee receives

Immediately:

An ASSESSMENT_ASSIGNED notification appears in their bell.
The assessment appears on their /{slug}/me/assessments list at status ASSIGNED.
The assessment also surfaces on their /me dashboard's What's pending card.

If your workspace has email notifications enabled in v0.6+, an email lands at this point as well. In v0.5, notifications are in-app only.

What you see after assignment

On the Develop dashboard, the new assessment appears in the Active assessments count. The assessment record is also visible on:

The assignee's profile, under their assessment history.
A workspace-wide assessment status report (filterable by type, status, deadline).

You can see the current status at any time:

ASSIGNED — created, not yet started.
IN_PROGRESS — assignee has opened the runner but not yet submitted.
COMPLETED — submitted; scoring done; narrative may still be generating.
EXPIRED — 30 days passed without submission; record preserved but not actionable.

Reassigning

If an assessment expired or was completed and the result no longer reflects the assignee, you reassign by creating a fresh assignment of the same saved assessment — there is no edit-in-place. This is intentional: assessments are events, not editable records. Each assignment is its own observation.

What to think about before assigning

Three questions before you click Assign:

What question am I trying to answer? Are they ready for this role? needs different evidence than What is their working style?
Will the assignee see the assignment as fair? Assessments work best when the assignee understands why they were asked. Surprise high-stakes assessments produce worse data.
Who will read the result? A development conversation needs different framing than a hire decision. Set expectations at assignment time, not after the result lands.

The next page is the first one written from the employee's perspective: what taking an assessment looks like from the assignee's side. Then the five runner pages walk through each type's runner UX.