You shouldn't have to hire someone to find out how they work.
Today, you use CVs, interviews, tests and references to piece together the answer.
Today's hiring process tries to piece together the answer.
From separate steps in your process.
SAME CANDIDATE
Work shaped around what matters in the role
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
WHAT HAPPENS
WHAT THEY DO
WHAT YOU CAN SEE
Observed across real work. Many situations. Many interactions. All connected.
DIRECT
You see what they actually do, not just what they say.
RICHER
Behaviour shows up across situations, stakeholders and trade-offs.
CONTEXTUAL
The work reflects the role, team and environment they would actually enter.
Fewer interview rounds spent trying to find out.
From separate steps in your process.
SAME CANDIDATE
Work shaped around what matters in the role
WHAT HAPPENS
Real work happens
WHAT THEY DO
How they responded
WHAT YOU CAN SEE
Across different parts of the work
Observed across real work. Many situations. Many interactions. All connected.
DIRECT
You see what they actually do,
not just what they say.
RICHER
Behaviour shows up across situations,
stakeholders and trade-offs.
CONTEXTUAL
The work reflects the role, team and
environment they would actually enter.
Fewer interview rounds spent trying to find out.
Work is a system.
Hiring still tests it in pieces.
The things you want to understand about somebody do not happen on their own. They affect each other.
PrioritisationCommunication
If you decide something can wait, someone needs to hear about it.
OwnershipDecision-making
Taking something on is a decision about what it will cost.
Decision-makingPrioritisation
New information changes the decision and the order at the same time.
A working day where choices have consequences.
Turn a complex working day into patterns a recruiter can actually use.
Stop spending interviews asking people
to describe how they work.
You've already seen some of it. Use the interview to understand why they made those choices, what they want next, and how they'd work with your team.
Candidates get something useful back.
Feedback on how they worked, and a real look at the job they're considering.
A useful read on how you worked
You tended to keep people updated before they had to ask, even when every detail wasn't confirmed yet.
That helped people around you know where things stood, but sometimes meant communicating before you had the full picture.
Something to think about
When is it better to update someone early, and when is it worth waiting until you know more?
A real look at the job
Because the day is built around how the team actually works, candidates also get to see what the role asks of them: who they'll depend on, what competes for their attention, and the kinds of choices they'll have to make.
How it works
Netsa fits after initial screening and before the interviews where you make the decision, adding direct evidence from the work to what you already know.
01
Tell us about the role
We learn how the work actually runs in your team.
02
Candidates step into the work
They work through a realistic day using the tools and information available.
03
You get the Work Report
Patterns from the work, the evidence behind them, and questions to take into the interview.
Built to support the decision, not make it.
Behaviour, not personality
Netsa observes what candidates do in the work. It doesn't infer personality traits from it.
Evidence, not a verdict
No automated hiring decision and no universal candidate score. The recruiter decides what the observed patterns mean for the role and team.
Connected to the work
What appears in the Work Report has to trace back to what actually happened during the day.
AI doesn't make the decision
AI helps turn what happened into a readable report. Unsupported claims are removed, and the hiring decision remains with the employer.
Common questions
What does a candidate actually do?
They work through a realistic day for the role: messages, tasks, documents, deadlines, and people asking them for things at the same time.
How long does it take?
About thirty minutes. Nothing to prepare.
Do you score or rank candidates?
No. You get the patterns we saw, what came with them, the evidence behind them, and questions to ask in the interview.
Is this a personality test?
No. It looks at what somebody did in the work. It says nothing about their personality.
What is the candidate experience?
One link, no account to create and nothing to prepare. They get feedback either way.
Can candidates use AI?
Yes. If AI is available in the real job, removing it from the simulation would make the work less realistic. Netsa is interested in how someone uses the tools available to them: what they delegate, what they verify, what they trust, and what they still decide themselves.
What do you need from us?
The role you're hiring for and a short conversation about how the work actually operates: what competes for attention, who depends on whom, what cannot be allowed to slip, and where good people tend to make different choices.
You only found out what made your best people good after you hired them.
See it before you hire the next one.
Bring real work into your hiring process.