Hire on real work, not CVs.

Give candidates a short task from the actual job. Mark it against a clear guide. Compare everyone side by side, then choose who to interview.

For customer support, operations, sales support and analyst roles.

Start with one role See how it works
  • No candidate accounts
  • No webcam
  • People decide, not software

Larkspur Home

Customer Operations Associate

A customer’s refund is a week late and they’re threatening to cancel. The notes say finance is holding it over mismatched bank details. Write your reply.

Saving…Saved

Maya Collins

Written reply, marked against the guide

I’m sorry. A week is too long to wait for money you’re owed.1 Your refund was approved on the 3rd, but it’s on hold because the bank details we have don’t match.2 Please reply to confirm your details, and finance will release it within one working day.3 I’ll check on it myself tomorrow. Your money will be in your account by Friday.4

  1. Owns the problem4 of 4
  2. Uses the facts given4 of 4
  3. Clear next step4 of 4
  4. Doesn’t overpromise1 of 4“By Friday” depends on the customer’s bank.

Customer Operations Associate

Three candidates, by criterion

Maya Daniel Sara
Customer judgement 91% 81% 16%
Prioritisation 100% 100% 0%
Data accuracy 100% 100% 100%

Maya: advanced to interview Recorded by Jordan Lee, with a reason

An illustrative demo with invented candidates.

CVs don’t show how people work.

  • Every CV reads well.

    Polished, keyword-matched and hard to tell apart.

  • Interviews eat your week.

    Hours of first-round calls, many ending in “not a fit”.

  • Take-home tasks are hard to mark.

    Every reviewer scores differently, and comparing them is a spreadsheet job.

One task, marked fairly, compared side by side.

Fairly runs the assessment step of your hiring, from the task to the decision.

  1. One private link. No account. Answers save as they type.

    The candidate’s screen: the refund task, a written reply, and a Saved notice.

  2. The same guide for every candidate, with a reason beside each score.

    The reviewer’s screen: the candidate’s answer beside the marking guide, scored 4 of 4 on the first part, with a reason.

  3. Results by criterion, with the answers one click away.

    The comparison screen: three candidates’ results for each criterion of the role.

  4. Record the decision and why. Fairly never hires or rejects anyone.

    The decision screen: advanced to interview, recorded by Jordan Lee with a reason.

Screens from Fairly, with an invented company and candidates.

We write the first assessment with you. Tasks, checked answer keys and a marking guide, built from the role. You approve every question.

Tasks from the real job.

  • Customer support

    Reply to a customer whose refund is a week late.

  • Operations

    Find three mismatches between an order sheet and the stock count.

  • Sales support

    Five urgent requests land at once. Put them in order.

  • Analyst

    A month of sign-ups by channel. What changed?

Fair to candidates. Clear for your team.

Candidates get:

  • Everything explained before they start
  • A practice question first
  • Answers saved as they type
  • A way to ask for adjustments

Fairly never:

  • Records webcam, microphone or screen
  • Labels anyone a cheat
  • Rejects anyone automatically
  • Scores personality or “culture fit”

Signals, not verdicts. Reviewers see how each written answer was entered, such as typing, pasting and time away, with questions to ask in the interview. A person judges every signal, and none changes a score.

Ready for your security review.

  • Each company’s data is separated in the database
  • Access by role, enforced on the server
  • Private links that expire
  • An audit log of sensitive actions
  • Database and app hosted in Mumbai, India
  • Answers never used to train AI, never sold

Email delivery stores messages in the United States; the privacy notice names the main providers.

Not yet: single sign-on, two-factor sign-in, ATS integrations.

Reviewing Fairly as a vendor? Email hello@fairlyapp.io and we’ll answer in writing.

Privacy notices Legal

Start with one role.

Pilots are free until 15 November 2026. After that, Fairly continues as a monthly subscription only if you choose, with no minimum term.

  1. Email us the role.

    We reply within one working day.

  2. A call about the role.

    30 minutes, with you and the hiring manager.

  3. We write it; you approve it.

  4. Invite candidates.

    Usually within 5 working days of the call.

Start with one role

Opens an email to hello@fairlyapp.io.

Questions

Is this an IQ or aptitude test?

No. Every task comes from the work the role involves.

How long does it take candidates?

We agree the length with you. Candidates see it before they start.

How much marking will my team do?

Only the written answers need a reviewer, and we agree how many there are.

Does Fairly use AI to score answers?

No. Fixed rules score objective answers; your reviewer marks written ones.

What if candidates use ChatGPT?

Your reviewer sees how each written answer was entered, such as pasting and time away, next to the answer, with questions to ask in the interview. A signal alone proves nothing, so a person judges it, and it never changes a score.

Does it connect to our ATS, or support single sign-on?

Not yet. Invite from Fairly and record the outcome wherever you track hiring.

What does it cost?

Pilots are free until 15 November 2026. After that, Fairly continues as a monthly subscription only if you choose, with no minimum term.

Start with the role you’re hiring for now.

Start with one role