Hire for soft skills.
Build teams
that align.
innerly gives HR teams objective, bias-free data on the soft skills and interpersonal skills that drive team performance — replacing gut feel at every stage of the talent lifecycle.
The real cost of missing interpersonal skills in hiring
A mis-hire at the manager level costs an average of 6–9 months of salary once you account for lost productivity, team disruption, and rehiring costs. The root cause, in most cases, is not a skills mismatch on the technical side — it is a misalignment of interpersonal skills, leadership style, and behavioural tendencies that no interview reliably surfaces.
Interview bias costs you talent
Interviewers unconsciously favour candidates who share their background, communication style, or cultural reference points — consistently passing over high-potential candidates from underrepresented groups whose soft skills are equal or superior.
Self-report assessments are gameable
MBTI, DISC, and Big Five questionnaires ask candidates to rate their own traits. Research shows motivated candidates can shift their personality profiles by up to 0.8 standard deviations — enough to cross from reject to hire. You're measuring self-perception, not behaviour.
Team misalignment compounds the problem
Even a good hire in isolation can destabilise a team if their interpersonal skills profile conflicts with team dynamics. Without data on how individuals communicate, adapt, and execute, team alignment becomes a matter of luck rather than design.
One platform. Every stage of the talent lifecycle.
innerly integrates into hiring, onboarding, team development, and promotion decisions — providing consistent, comparable soft skills data at every stage.
Early-stage screening
Replace unstructured phone screens with objective interpersonal skills data. Deploy innerly before the first interview and arrive at the shortlist stage with competency profiles already in hand.
Assessment centre replacement
Replicate the behavioural rigour of an assessment centre at a fraction of the cost and time. innerly delivers standardised situational judgement data without scheduling, travel, or assessor calibration.
Team alignment mapping
Assess existing teams to understand collective competency profiles, identify interpersonal skills gaps, and design targeted development that addresses real team dynamics — not generic training catalogues.
Promotion & succession decisions
Bring objectivity to internal mobility. Replace manager nomination bias with standardised soft skills data that can be compared across departments, geographies, and business units.
How innerly works for HR teams
Invite candidates or employees
Send assessment links individually or in bulk. innerly works for hiring pipelines, existing team diagnostics, and promotion cohorts — with no scheduling, no assessor training, and no travel.
They play. The algorithm scores.
Each respondent navigates 51 workplace scenarios as Mayor of Skill City. Their choices are processed by a deterministic scoring algorithm that maps responses to 17 soft skills and interpersonal skills indicators across 4 competencies.
You receive objective competency data
Individual reports, team dashboards, and cohort comparisons give HR teams the soft skills intelligence to make faster, fairer, and more defensible talent decisions.
What HR teams get from innerly
Individual competency reports
Scored profiles across 4 competencies and 17 soft skills per candidate or employee, with development priorities and narrative summaries.
Standardised, comparable scores
All scores expressed as standardised values relative to the norming population — enabling direct comparison across candidates, cohorts, and time periods.
Team alignment dashboards
Aggregate views of team-level interpersonal skills profiles to identify collective strengths, gaps, and development opportunities.
Bias-free audit trail
Every scoring decision is algorithmic and fully auditable — providing a defensible record of assessment methodology for equal opportunities compliance.
People analytics integration
Export data for integration with your existing HRIS or people analytics platforms for workforce planning and talent pipeline reporting.
Candidate experience data
Monitor completion rates, drop-off points, and candidate feedback to optimise your assessment process over time.
Frequently Asked Questions
Common questions from HR and talent acquisition professionals about innerly's soft skills and interpersonal skills assessment.
How does innerly improve the accuracy of soft skills assessment in hiring?
innerly replaces subjective interview ratings with a Situational Judgement Test (SJT) delivered through an immersive gamified environment. Candidates navigate realistic workplace scenarios as the Mayor of Skill City, and every decision is scored against 17 empirically weighted behavioural indicators by a deterministic algorithm — with no human rater involved. This eliminates interviewer bias, standardises evaluation across your entire candidate pool, and produces comparable soft skills data for every individual regardless of who conducted the assessment.
Can innerly be used for high-volume recruitment screening?
Yes. innerly is designed to operate at scale, making it well-suited for high-volume campaigns, graduate intake programmes, and assessment centres. Because every candidate receives the same standardised scenarios and is scored by the same algorithm, HR teams can screen large applicant pools consistently and efficiently — reducing the time and cost of early-stage competency evaluation without sacrificing rigour.
How does innerly support team alignment and workforce planning?
Beyond hiring, innerly produces detailed competency profiles for existing employees that can be aggregated into team-level dashboards. HR and people analytics teams can identify collective strengths and interpersonal skills gaps across departments, map individual profiles against role requirements, and design targeted learning and development interventions. This team-level view makes innerly a practical tool for post-hire alignment, redeployment decisions, and workforce planning.
How does innerly eliminate unconscious bias in soft skills evaluation?
innerly's scoring algorithm has no knowledge of a candidate's gender, age, ethnicity, nationality, or any other demographic attribute. Scores are derived entirely from the pattern of choices made across the assessment scenarios. The platform was specifically developed to avoid items that show differential functioning across demographic groups, and all scenarios have been reviewed by behavioural experts to ensure cultural neutrality. This makes innerly's results legally defensible and consistent with equal opportunities requirements across the US, UK, Canada, and the EU.
What does the employer-facing report include?
Each assessed individual generates a detailed competency report including scored levels across the four core leadership competencies (Adaptability, Effective Communication, Execution Ability, and Systemic Thinking) and all 17 underlying soft skills and interpersonal skills. Reports include a standardised score relative to the norming population, a narrative summary for each competency, and a development priorities section. Aggregate team and cohort reports are available for people analytics and workforce planning.
Is innerly suitable for promotion and internal mobility decisions?
Yes. Many organisations use innerly to create an objective basis for promotion decisions, particularly for moves into management or leadership roles where interpersonal skills and leadership competencies become critical success factors. Using innerly at this stage removes the subjectivity and political dynamics that often distort internal promotion processes, and gives both the organisation and the individual a clear, data-driven picture of readiness and development priorities.
Better hires.
Stronger teams.
Join HR leaders in the US, UK, Canada, and Europe using innerly to build talent pipelines grounded in objective soft skills and interpersonal skills data.