Assessments That Strengthen Hiring, Leadership, and Workforce Performance

At Next Level Human Capital, we help organizations replace guesswork with data-driven insight. Through our partnership with Criteria, we deliver scientifically validated, legally defensible assessments that support hiring, promotion, succession planning, and leadership development.

Our assessment solutions are designed for growing organizations with 50+ employees seeking to improve talent alignment, reduce risk, and build scalable HR infrastructure.

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Powered by Criteria

Next Level Human Capital partners with Criteria, a global leader in scientifically validated, legally defensible pre-employment and leadership assessments.

Together, we deliver Human Capital Intelligence that strengthens hiring accuracy, leadership development, and workforce planning.

Companies Who Use Criteria Assessments

Aptitude Tests

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Criteria Attention Skills Test (CAST)

The CAST is a short test that measures attention and concentration. Because it measures the ability to sustain focus and maintain concentration, the CAST can help predict employee success in a wide variety of positions, including drivers, pilots, skilled manufacturing jobs, gaming dealers, and video surveillance workers.

Criteria Cognitive Aptitude Test (CCAT)

The CCAT measures cognitive aptitude, or general intelligence. This test provides an indication of a subject's ability to solve problems, digest and apply information, learn new skills, and think critically. Cognitive aptitude is one of the most accurate job predictors of job success for any position.

Criteria Mechanical Reasoning Assessment (CMRA)

The CMRA measures a subject's mechanical aptitude. The test can predict performance for occupations that involve the operation, maintenance, and servicing of tools, equipment and machinery.

Cognify

Cognify is a game-based assessment of cognitive aptitude that predicts employee performance at work. Candidates who score well on Cognify are likely to problem solve effectively, work well with numbers, process information quickly and accurately, and demonstrate strong reading and writing skills.

Criteria Think Reason Solve Express (CTRSE)

The CTRSE measures cognitive aptitude, or general intelligence, across a variety of domains. This test provides an indication of a candidate's ability to process and use different types of information to solve problems. Cognitive aptitude is one of the most accurate predictors of job success for any position.

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General Aptitude Mobile Evaluation (GAME)

GAME provides your candidates with a brand positive, mobile, anywhere, anytime test of their abilities. People who score better on GAME are more likely to excel at solving problems, understanding and applying information, learning new skills, and thinking critically.

Minicog Rapid Assessment Battery (MRAB))

The MRAB is a nine-test battery that measures key information processing functions (attention, working memory, and reasoning) representative of a person’s “mental fitness.” The MRAB is ideal for a small subset of jobs that require a great deal of sustained, long-term focus.

Universal Cognitive Aptitude Test (UCAT)

The UCAT measures cognitive aptitude, or general intelligence. This test provides an indication of a subject’s ability to solve problems, digest and apply information, learn new skills, and think critically. Cognitive aptitude is one of the most accurate predictors of job success for any position.

UCognify

UCognify is a universal game based assessment of cognitive apitude that predicts employee performance at work. Candidates who score well on UCognify are likely to problem solve effectively, work well with numbers, and process information quickly and accurately.

Weisen Test of Mechanical Aptitude (WTMA)

The WTMA measures a subject’s mechanical aptitude. The test can predict performance for occupations that involve the operation, maintenance, and servicing of tools, equipment and machinery.

Personality Tests

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Critera Personality Inventory (CPI)

The CPI is a personality assessment based on the most widely accepted system for classifying personality: the “Big Five” personality traits. Scores for each scale are expressed as percentile rankings, and reflect how each test-taker rates for a given trait, compared to all other test-takers. As with other personality tests, there are no “high” or “low” scores on the CPI; rather, people with certain traits will tend to perform better in certain jobs.

Customer Service Apitude Profile (CSAP)

The CSAP measures personality traits related to customer service potential and performance, such as diplomacy, cooperativeness and patience.

Emotify

Emotify is an ability-based measure of emotional intelligence, measuring a candidate's ability to accurately identify, understand and manage emotions. Research has shown that emotional intelligence is associated with important work related outcomes such as interpersonal effectiveness, collaberation, team work, decision making and success in leadership and management roles.

Employee Personality Profile (EPP)

The EPP is a personality assessment that measures twelve traits. Scores for each trait are expressed as a percentile ranking, which reflects how a person scored on that trait relative to other test-takers. There are no “high” or “low” scores on the EPP; rather, people with certain traits tend to be a better fit for certain jobs. The EPP contains a series of job families that assess how good a fit a person’s personality is for a given position.

Illustrait

Illistrait provides insights into an individual's competency potential in areas of specific relevance to a particular role. This information can be used in areas such as: recruitment and selection, development and coaching, and promotion decisions.

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Sales Achievement Predictor (SalesAP)

Measures personality traits critical to success in sales and related fields. It assesses traits that are not apparent in an interview or resume, such as inhibitions about cold calling, reluctance to ask for a sale, and motivation to follow through.

Workplace Alignment Assessement (WAA)

This assessment measures the degree of alignement between a candidate's work-related preferences and the environment provided by the organization. Candidates are more likely to be committed to their employer and put in extra effort during their time at work when their most valued needs and preferences are emphasized by the organization.

Skills & Risk Tests

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Criteria Basic Skills Test (CBST)

The CBST measures the basic math and verbal skills that are required to succeed in a variety of entry-level jobs, such as grammar, spelling, math, and language skills. It offers a quick way to assess the job readiness of candidates in a range of jobs, including clerical, administrative, and customer service.

Computer Literacy and Internet Knowledge (CLIK)

Assesses basic computer proficiency, internet navigation, email usage, and cybersecurity awareness. Ideal for HR teams hiring for administrative, data entry, and customer support roles requiring essential digital workplace skills.

Criteria Language Proficiency Test (English) (CLPT-EN)

Measures English language proficiency across reading, listening, and writing skills for global and multilingual workforces. HR leaders use CLPT-EN to validate communication competency in customer service, call center, logistics, and international business roles.

Microsoft Excel 365 Test (MS Excel 365)

The Microsoft Excel test measures proficiency with a wide range of functionalities in Excel 365, from beginner to advanced level.

Microsoft PowerPoint 365 (MS PP 365)

The Microsoft PowerPoint 365 test measures proficiency with a wide range of functionalities in PowerPoint 365, from beginner to advanced level.

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Microsoft Word 365 (MS Word 365)

The Microsoft Word 365 test measures proficiency with a wide range of functionalities in Word 365, from beginner to advanced level.

Ten Key Test (TKT)

The Ten Key Test measures an individual’s ability to perform data entry for numerical fields. The test provides a speed score (keystrokes per hour), a percentile ranking for the speed score, and an accuracy score (number of correct entries, out of a possible 20).

Typing Test (TT)

The typing test measures the speed and accuracy at which an individual can type. The test-taker is presented with a passage and given one minute to type as much of the passage as possible. Their score reflects the number of words per minute (WPM) that they typed, and the adjusted score reflects the number of words they typed correctly.

Workplace Productivity Profile (WPP)

The WPP is a risk assessment that is used to predict whether an applicant will be a conscientious, productive, and reliable employee. It measures traits relating to work habits, integrity, and perceived risk of engaging in counterproductive work behaviors such as theft.

Workplace Safety Profile (WSP)

The Workplace Safety Profile measures a candidate's' attitudes towards safety, which provides insight into the likely behaviors they will display in the workplace. Their results provide a reliable indication of the likelyhood that they will be involved in accidents or cause injury to themselves or others while at work.

Why Use Data-Driven HR Assessments?

Have you ever hired a strong candidate who struggled in the role?
Promoted a high performer who wasn’t ready to lead?
Experienced turnover that could have been prevented?

Why Organizations Choose Tim

In a crowded HR and leadership space, credibility matters.

Tim is not a theorist.
He is an operator.

Veteran-Tested Perspective

Tim’s leadership foundation was forged under real pressure — first in the military, then inside complex corporate environments.

He Understands:

Decision-making when stakes are high
Leadership under scrutiny
Accountability that isn’t optional
Structure that holds when pressure increases

This perspective shapes every engagement.

Define the Right Path Forward...

If there’s alignment, we’ll outline what engagement would look like. If not, we’ll point you in the right direction.

No pitch.
No pressure.
Just clarity.

Book Your Strategic Conversation!

Our Assessment Solutions

Cognitive & Aptitude Assessments

Personality & Behavioral Assessments

Skills & Technical Assessments

Role-Specific Assessments

Risk, Safety & Productivity Assessments

Predict job performance, learning agility, and problem-solving ability.

Improve job fit, leadership effectiveness, and team dynamics.

Validate competencies in Microsoft Office, computer literacy, and language proficiency.

Identify success traits for sales, customer service, and technical roles.

Reduce workplace incidents, improve compliance, and strengthen workforce reliability.

Our Assessment Solutions

Cognitive & Aptitude Assessments

Personality & Behavioral Assessments

Skills & Technical Assessments

Role-Specific Assessments

Risk, Safety & Productivity Assessments

Predict job performance, learning agility, and problem-solving ability.

Improve job fit, leadership effectiveness, and team dynamics.

Validate competencies in Microsoft Office, computer literacy, and language proficiency.

Identify success traits for sales, customer service, and technical roles.

Reduce workplace incidents, improve compliance, and strengthen workforce reliability.

How We Work Together

It Starts With a Real Conversation

Before frameworks.
Before assessments.
Before recommendations.

We talk.

You share what’s happening right now — where the friction is, where leadership feels stretched, what’s quietly costing you time, money, or momentum.

I’ll ask the questions most companies don’t slow down long enough to ask internally.

Not to interrogate.

To clarify.

Clarity changes everything.

We Diagnose What’s Actually Driving the Problem

Most HR or leadership issues aren’t surface-level.

They’re symptoms.

We look under the hood — at people dynamics, decision patterns, accountability gaps, process breakdowns, and system strain.

Then we design a plan that fits:
• Your company size
• Your growth stage
• Your leadership capacity
• Your real-world constraints

Not theory.
Not templates.
A working design.

You Decide the Level of Support

Some teams want embedded guidance.

Some want leadership development.

Some need a full HR systems build.

Others just need clarity and direction.

We’ll support implementation alongside your team

— or equip your leaders to execute internally.

The goal isn’t dependency.

It’s durable strength.

Tell Me What’s Going On in Your HR World

If you’re dealing with a people or HR situation that can’t be ignored anymore, let’s talk it through.

Get clear on what’s really happening
Put numbers to the cost of doing nothing
See whether an HR Systems & People Ops Audit—or something else—is the right next move