Build around your actual positions
Start from the job as it is really performed — its tasks, its pressures, its judgment calls — not a generic template.
Talent Assessment™ — Better Evidence. Better Decisions. A Stronger Workforce.
Build a better workforce.Start with better evidence.
See how candidates THINK.
Talent Assessment™ helps employers build job-specific assessment experiences around their real positions, so they gather better evidence about how candidates think, work, communicate, solve problems and respond to job-relevant situations — before the hiring decision is made.
The employer remains the hiring authority. Talent Assessment gathers and organizes evidence for authorized human review. It never makes the decision.
No production account required to explore the sandboxed GoodDaddy Home LLC environment.
Hiring Profile™
Home Service Technician
- Job Knowledge12 items
- Work SampleDiagnostic write-up
- Situational JudgmentIn progress
- AI-Guided InterviewGoverned, disclosed
- Hiring Manager Check-InHuman-led
Evidence ready
- Problem SolvingStrong
- CommunicationSupporting
- JudgmentSupporting
Talent Command™
4 candidates ready for your review
Evidence informs the decision. People make it.
What it is
See how candidates actually think, work and decide — before you hire.
What would we actually be doing with this?
Choose the assessment methods that fit
Work samples, job knowledge, situational judgment, simulations, structured interviews and experience review, mixed to suit the position.
Run human-led, AI-guided or hybrid interviews
Structured interview experiences are always disclosed to the candidate, and a person always holds the judgment.
Connect the hiring tools you already use
Job sources, calendars, meetings, applicant tracking and workforce systems connect through approved authorization flows.
Give candidates a respectful guided experience
Clear instructions, honest timing, authorized breaks and a visible way to ask for help or additional time.
Bring evidence together for human review
Evidence arrives in Talent Command™ organized by dimension and confidence, ready for the people accountable for the decision.
Get Nelson & Fields setup and support
Concierge setup, position design guidance and service requests handled through governed Digital Handoff™ records.
How it works
From your business to a human hiring decision
How does this actually run inside my business?
Nine steps, and nothing happens without someone in your organization deciding it should. Select a step to see what it means.
Step 01 of 9
Your business
Your organization is established in its own governed environment.
Hiring Profiles™
One organization. Three positions. Three different assessments.
What does this look like for a job I am actually hiring for?
GoodDaddy Home LLC is the sandboxed example environment. Every position gets its own Hiring Profile™, and every profile produces its own assessment journey.
Service Operations
Home Service Technician
- Diagnose with incomplete information
- Explain the fix to a homeowner
- Decide when to escalate
- 01Job KnowledgeJob Knowledge
- 02Work SampleWork Sample
- 03Situational JudgmentSituational Judgment
- 04Customer CommunicationWritten Response
- 05AI-Guided InterviewStructured Interview
- 06Hiring Manager Check-InLive Check-In
Administration
Office Coordinator
- Hold accuracy under interruption
- Sequence competing requests
- Write clearly to customers and crews
Field Leadership
Field Supervisor
- Plan a day that keeps changing
- Lead technicians through a bad call
- Judge when policy needs a person
Assessment Method Mix™
Choose the methods that fit the job — not a generic test
What can the assessment be made of?
No culture fit. No personality scores. Only job-relevant methods that produce observable evidence.
Knowledge
Multiple Choice
Structured, job-specific items with governed question pools.
Knowledge
Job Knowledge
What the person must already know to do this job safely and well.
Doing the work
Work Sample
A real piece of the job, performed and recorded as observable evidence.
Doing the work
Written Response
How they explain, document and communicate in writing.
Judgment
Situational Judgment
Job-relevant situations with defensible response options.
Judgment
Problem Solving
How they reason toward an answer when information is incomplete.
Judgment
Prioritization
What they do first when everything is asking to be first.
Doing the work
Communication
Clarity, tone and accuracy with customers and colleagues.
Interview
AI-Guided Interview
Governed structured interview, always disclosed to the candidate.
Interview
Human-Led Interview
Your interviewer, your questions, one consistent structure.
Interview
Hybrid Interview
AI and human work together through Digital Handoff™.
Interview
Live Check-In
A short scheduled conversation through ASCEND Calendar™.
Structured interviews
Human-led. AI-guided. Hybrid. You decide.
Does a person still run the interview?
Whichever you choose, the structure is the same for every candidate, AI participation is always disclosed, and the employer remains the hiring authority.
Evidence informs the decision. People make it.
The candidate experience
A guided experience that never assumes faster is better
Will this be fair to the people we are assessing?
Candidates are told what to expect, can request additional time without penalty, can take authorized breaks, and are never rushed toward a decision that belongs to a person.
WelcomeDone
What to expect, and how long it should take.
IntroductionDone
Instructions in plain language.
Job KnowledgeDone
Saved automatically as they go.
Work SampleIn progress
In progress — work is saved and recoverable.
BreakNext
Authorized, and it does not count against them.
Structured InterviewNext
Reminder sent 15 minutes ahead.
CompleteNext
Confirmed submit stops the clock.
Clear instructions
Plain language, honest timing, and no surprises.
Additional time without penalty
Requested explicitly, approved, and never held against them.
Breaks and real life
JOY™ suggests a break; ASCEND Calendar™ warns 15 minutes before a meeting.
Saved work and recovery
Session Control™ keeps work safe through a pause, a drop or a reconnect.
Help when they need it
A visible way to ask for support or an accommodation, at any point.
How does additional time work?
Up to 2 requests of 15 minutes each. It must be requested explicitly, and approved additional time never reduces a score, readiness or recommendation, and never creates a flag.
How is efficiency handled, if faster is not better?
Efficiency™ is its own evidence dimension, observed where the job actually requires it. It is never inferred from how long someone took to finish, and never blended into another dimension. A Timed Judgment Scenario™ is used only where responding under time pressure is genuinely part of the competency — and it is disclosed before it begins.
What about breaks, meetings and accommodations?
JOY™ suggests breaks without pressure. ASCEND Calendar™ and Attention™ warn a candidate up to 15 minutes before a meeting, and meeting time does not consume active assessment time. Accommodations are approved before the assessment begins, applied silently, and never surfaced to reviewers as a characteristic of the candidate.
What you get
Candidate activity becomes evidence you can explain
What do I actually receive at the end?
Talent Assessment does not produce a single overall talent score. Evidence is reported by dimension, weighted by the relevance the employer assigned to the actual role.
Candidate activity
What the candidate actually did, in the assessment you designed.
Observable evidence
Recorded with its source and its provenance — never an impression.
Talent Evidence dimensions
Organized by dimension, each carrying its Evidence Confidence™.
Authorized review
Read by the people accountable for the decision. They decide.
Example — Home Service Technician
Problem Solving & Analysis
Strong Evidence
Communication
Supporting Evidence
Judgment
Supporting Evidence
Reliability
Insufficient Evidence — explore further
No universal person score. Each dimension stands on its own evidence, and a person decides what it means for the job.
Talent Command™
This is where you run the hiring experience
Where does my team run all of this?
Positions, candidates, readiness, interviews and the things waiting on you — in one governed environment.
Talent Command™
GoodDaddy Home LLC
3
Active Positions
Hiring Profiles™ published
12
Candidates in Assessment
Across three positions
4
Ready for Review
Evidence organized by dimension
2
Interviews Today
ASCEND Calendar™
1
Waiting On™
Reviewer assignment
Assessment Health™Healthy
Attention™1 item needs you
JOY™Guidance on
Nelson & Fields SupportAvailable
Connections & Hiring Tools™
Keep the hiring environment you already have
Will this fit the tools we already run on?
Job sources, calendars, meetings, systems of record and your own systems through the Talent Assessment API.
Where candidates come from
- IndeedPlanned
Bring applicants from your existing job postings into a position's assessment.
- LinkedInPlanned
Align candidates sourced through LinkedIn with the position they applied to.
Calendars & meetings
- Microsoft 365 / OutlookAvailable
Interview scheduling and meeting awareness through ASCEND Calendar™.
- Google CalendarAvailable
Interview scheduling and meeting awareness through ASCEND Calendar™.
- Google MeetAvailable
Meeting links for structured interviews and check-ins.
- Microsoft TeamsAvailable
Meeting links for structured interviews and check-ins.
- ZoomAvailable
Meeting links for structured interviews and check-ins.
Systems of record
- Applicant tracking / recruiting systemsAvailable
Keep requisitions and candidates aligned with the system your recruiters already work in.
- HR & workforce systemsAvailable
Authorized organization, department and role reference data.
Build your own
- Talent Assessment APIAvailable
Scoped, organization-bound access with signed webhooks for your own systems.
- Approved custom integrationAvailable
A connection built for your environment and approved by Nelson & Fields.
Add your own connection
If the tool your hiring runs on is not listed, tell us what it is. Nelson & Fields reviews it, scopes it to your organization and adds it to your catalog.
Everything shown here is part of the connection catalog. Nothing is connected until someone with authority in your organization authorizes it, and the catalog never displays a provider as connected on your behalf.
Nelson & Fields
Built with you. Supported by Nelson & Fields.
Who helps us set this up?
Setup, position design guidance and service requests are handled by people. Every request becomes a governed Digital Handoff™ record so nothing is lost between your team and ours.
Talent Assessment Setup™
- Hiring Profiles™
- Job Evidence Blueprints™
- Assessment experiences
- Candidate rules
- Interview structure
- Connections
- Reviewers
- Governance
Need something changed?
- 01Request Nelson & Fields Support
- 02Digital Handoff™
- 03Governed review & configuration
- 04Back to Talent Command™
People handle it, and every request becomes a governed Digital Handoff™ record so nothing is lost between your team and ours.
Don’t just read about it. Experience it.
Four ways in — and only one of them is a commitment.
Start here
Experience the Demo™
Explore the sandboxed GoodDaddy Home LLC Talent Command™ environment yourself. No account, no sales conversation, no commitment.
Experience the Demo™Request a demo
Have Nelson & Fields walk through Talent Assessment with your organization and your positions.
Request a demoGet started
Begin the governed process of establishing your organization’s real Talent Assessment environment.
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