Seven steps from company work to a record you can read.

Begin with work that matters in the role and that an applicant can reasonably approach during hiring. You provide the records, conversations, examples and instructions you have.

Source files are used to prepare the environment and are never shown to applicants. The aim is not to reproduce an entire job. It is to select a bounded responsibility that reveals judgment, communication, investigation or handover.

Related: How to choose real work for a hiring exercise.

Calavion works out which information makes the responsibility understandable, asks about gaps, and reconstructs the starting situation, records, people, rules, actions and events that can respond to what an applicant does. This is done by hand with each company.

Material you provide has already left your own systems. Calavion reviews it and replaces identifying details by hand, and you approve the result. Nothing here is automatic, and it should not be treated as perfect.

You see the full prepared case before any applicant does: the starting records, available actions, consequences, delayed messages and possible endings.

Approval is tied to that exact version, and an approved version does not change. Each invitation is tied to the version approved when it was created, so a later revision does not alter earlier invitations.

Applicants need no account. They open an invitation link and read a company-specific orientation and guidance before the work starts.

The orientation and guidance are written for your company, and approving an environment requires them.

They work inside a controlled environment, not a customer production system. They read records, write messages and take actions. Their actions can have immediate and delayed consequences, and they can leave work honestly unfinished.

Company-provided guidance is available in the environment, and applicant questions and actions are preserved as part of the work. Any assistance actually provided during a session must be visible in the evidence.

Replay shows the applicant’s exact messages, the records they opened, the actions they took, delayed messages and consequences, the recorded state of the case after events, and outstanding work. It is a record for a person to read.

A hiring manager can ask what the applicant noticed, what alternatives they considered, why they decided as they did and what would happen next.

Observation and interpretation stay separate. “The order was refunded before the warehouse replied” is observable, while “the applicant ignored operational risk” is an interpretation to test in conversation.

Related: How to discuss applicant work without reducing it to a score.

Calavion does not currently produce automatic scores, applicant rankings or hiring decisions. Employers inspect the work and make the decision.

Applicants may take different defensible approaches. Employers can record their own observations and interpretations against the approved requirements. Those entries are typed by people and kept separate.