Role: Mechanical design engineerTopic: Tolerancing and drawing reading
“On this drawing, what tolerance range in micrometres does the 45H7 dimension impose, and which instrument would you use to check it in production?”
Aptessia turns your manager's requirements into measurable criteria, then proves candidates' skills with a test generated for the job, whatever the role. You decide on facts.
Built by CONCIPI, an engineering and Talent consultancy, from its clients' real hires, whatever the role.
Simulator
Role : Ingénieur conception mécanique · Pays de la Loire
Annual salary offered for this role:
Turn on the manager's requirements to see the funnel narrow:
Role and requirement data shown here is in French. Aptessia adapts to your own language.
1 active manager requirement → available pool down to 17 % of the total market.
Illustrative figures, a different role on every visit. On the platform, this risk and cost are calculated from your actual market, and become your argument when a manager demands the impossible candidate.
The problem
CVs don't say what candidates can actually do, and everyone judges on gut feel. With no evidence, a hire gets negotiated instead of decided.
Meanwhile the hours go into screening and chasing people, not into interviews.
What you go through on every open role
“It'd be good if they knew about X.”
The method
Three steps, in that order, because the order is what's missing today: roles get advertised before they're scoped, and candidates get validated on gut feel.
A role-specific questionnaire commits the manager to precise criteria before publication. AI turns it into the job description.
Your criteria meet your resume pool and the real market: matching rate, strengths, weaknesses, risk of the role staying vacant.
A test generated for this job, then a guided interview. You present profiles with their evidence.
An excellent field engineer who can't sell their resume gets through the filter: here we don't read keywords, we prove skills.
In detail
On the left, what you live today. On the right, what the platform does instead.
« I need someone who knows their stuff » passes for a specification, and you're the one left guessing.
Your notes and job description become the PRISM: the auditable skills of the role, with the level expected.
A good profile who doesn't use the right words vanishes from the filter without a trace.
Every resume in your pool is scored on PRISM skills, never on the candidate's vocabulary.
Candidates overrate themselves, or undersell their core trade. You decide on impression, and the mistake shows up six months later.
A test measures the skills this job actually requires, and the hiring manager sees exactly what you see.
Tailor-made test
Questions come from the job description, the manager's criteria and the candidate's profile. The examples below are technical roles; the mechanism is the same for a sales manager, an accountant or a team leader.
What you can do
None of them requires you to be an expert in the role, and none decides for you.
Next step
No slide deck: we open the platform on your live hire. If it doesn't speak to you, we leave it there.
A question without booking a call? Write to us at contact@aptessia.com
Frequently asked
Good, keep it: it does a great job of admin sorting. But an ATS filters by keyword, so you could miss an excellent candidate who's no good at selling their resume, and it's you the manager will blame. Aptessia is the module that's missing upstream (scoping the need) and downstream (proving the skills). Complementary, not competing.
And you're right: to draft a nice description, ChatGPT is enough and you don't need us. The problem isn't the writing: it's that the manager stays vague, or adds unreachable criteria once the description is in front of them. Our role questionnaire forces them to commit to precise criteria before publication. It's a scoping tool, not a text generator.
No, and that's structural: no candidate is ever ruled out automatically. The AI turns a need into criteria and measures skills; it does not hire. Every score is explainable (which criteria, what weight, what evidence) and remains open to challenge. The decision is yours, and the hiring manager's, finally on the same footing.
A human decision is required on every hire, the talent pool is anonymised, data is minimised, personal data is guarded before any model call, and every action is traceable. You remain responsible for the decision: we give you the means to make it compliantly.
It's not a crystal ball, and it isn't there to predict the future. It's an internal negotiation tool: faced with a manager demanding ten years' experience at a junior salary, that figure sets a tangible market reality against a vague “this will be difficult”. It moves the decision from your shoulders to theirs.
No. No CVs to sell you, no placement commission. It's a tool that makes you self-sufficient, not another assignment to manage, which is exactly why it costs 590 € per hire when an agency charges 5,000 €.
No. Scoping, matching, validation: every stage can be reordered, disabled, set to manual or automatic with the thresholds you choose. Aptessia adapts to your organisation, it doesn't impose its own.
That's exactly why the demo lasts 15 minutes, on a role you already have open, with zero preparation on your side. On budget: a hire costs 590 € at entry pricing, roughly 12 % of what an agency charges, with a month's trial to judge for yourself.