Built for hiring teams dealing with 300 applications for every role.

Why we built this.

I spent months unemployed — not a junior finding their footing, but a seasoned product leader with a decade of experience, suddenly invisible in a job market that had changed overnight.

The applications went out among hundreds — within hours of every posting. Recruiters weren't ignoring candidates; they were drowning in them. Every application looked the same: AI-polished, keyword-optimised, impossible to tell who'd actually read the job description and who'd fed it to ChatGPT.

Sitting on both sides of that broken process became the blueprint for Axys Analysis. Not a tool to filter people out faster — a way to give recruiters back the signal they'd lost, and give candidates who can actually do the job a fair shot at proving it.

So we measured job-relevant cognitive ability. How someone thinks under pressure, reasons through unfamiliar problems, and whether they actually processed the question or just generated a plausible-sounding answer.

Every assessment is tailored from the job description. No test library, no manual curation. An engineering role gets a different assessment than an analyst role, because the cognitive demands are different. The score lands in your ATS before the first interview is even scheduled.