Resumes tell you where they've been. TruFit shows you what they can do.
From senior leadership to paraeducator, we assess every candidate using our proprietary simulations to ensure you choose the best one for the job.
The Assessment
Candidates complete role-relevant simulations that mirror real challenges they'd face on the job. No trick questions, no abstract puzzles, just authentic scenarios designed to reveal how they think, decide, and communicate.
Working Style Assessment
A paired choice assessment that reveals natural tendencies in communication, decision-making, and collaboration.
Scenario-Based Simulations
Candidates respond to realistic leadership situations like a difficult parent conference, a budget challenge, or a team conflict, showing how they actually handle pressure.
Artifact Review
Structured examination of real evidence of past impact: work products, accomplishments, and professional artifacts that verify results beyond interview polish.
Scenario
A veteran teacher with 15 years of experience is struggling with classroom management since the switch to block scheduling. Parent complaints are increasing. How do you approach this conversation?
Candidate Response
Actionable Reports
Every assessment produces a structured, documented record your team can act on, from hiring decisions to onboarding and development. The same behavioral data that helps you hire also helps you develop and retain, bringing transparency and consistency across the entire talent lifecycle.
Growth Reports
Personalized development insights based on each educator's competency profile, with specific recommendations for growth.
Team Insights
Understand team-level strengths and gaps. See where your school or district has depth and where you need to build capacity.
Professional Development
Turn assessment data into development pathways. Targeted, evidence-based growth plans that help educators improve where it matters most.
Team Talent Heatmap
Staff distribution across talents and levels, no individual names
| Emerging | Developing | Proficient | Accomplished | Advanced | |
|---|---|---|---|---|---|
| 💙 Empathy | 0 0% | 3 13% | 8 33% | 9 38% | 4 17% |
| 🔮 Self-Awareness | 1 4% | 5 21% | 9 38% | 6 25% | 3 13% |
| 👥 Team Synergy | 0 0% | 4 17% | 7 29% | 9 38% | 4 17% |
| 🔄 Adaptation | 2 8% | 6 25% | 9 38% | 5 21% | 2 8% |
| 🤝 Conflict | 3 13% | 8 33% | 8 33% | 4 17% | 1 4% |
| 🎯 Results | 1 4% | 4 17% | 10 42% | 7 29% | 2 8% |
Frequently Asked Questions
How does a TruFit simulation work?
A candidate is placed in a realistic moment from the job — a parent who is angry about a placement, a colleague who is struggling, a board chair who wants an answer — and responds in their own words, by typing or by voice. The AI plays the other side of the conversation and pushes back the way a real person would. Every applicant gets the same scenario. The result is a transcript and a report demonstrating how each candidate in real-time addressed the issue. Then, your committee can see and read how the candidate actually performed. No candidates are rejected or filtered out and our system doesn’t make the hiring decision. Your people do.
What makes simulation-based assessment more effective than a traditional interview for teachers?
Simulation-based assessment for teachers is two to three times more predictive of job performance than unstructured interviews because it measures what candidates actually do, not what they say they would do. Unstructured interviews predict just .19 of performance, while simulations predict .42 to .54 (Sackett et al., 2022; Schmidt & Hunter, 1998). TruFit's simulations place teacher candidates in scenarios they will genuinely encounter, like managing a difficult parent conference or adapting instruction for diverse learners, producing behavioral evidence that interviews simply cannot surface.
How long does the TruFit assessment process take for candidates?
The full assessment typically takes candidates 60 to 90 minutes to complete and can be done remotely on their own schedule. It includes a working style assessment and scenario-based simulations. Candidates consistently report that the experience feels relevant and respectful of their time, because the scenarios mirror challenges they would actually face in the role rather than abstract personality tests or trick questions. Audio from voice responses is transcribed and not retained; the transcript is the evidence.
Is the assessment biased or does it disadvantage certain candidates?
Traditional unstructured interviews are among the most bias-prone selection methods, with research showing interviewers often make decisions within the first 30 seconds based on appearance and likability (Joyce, 2008). Simulation-based assessments evaluate all candidates against the same behavioral criteria using standardized scoring, which research consistently shows produces more equitable outcomes across demographic groups than subjective interview methods.
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Also used to grow current teams → Grow Your Team.