Bring your hiring case studies to life.
Netsa turns the case you already use into a living environment. Candidates don't just tell you what they would do. They do it.
Netsa turns the case you already use into a living environment. Candidates don't just tell you what they would do. They do it.
Each case ends with a decision, but little structured evidence remains to learn from across candidates and hires.
CaseHiring decisionLittle structured evidence remains
SAME CANDIDATE
The same case, unfolding around the candidate
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
Their actions
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
How they respond
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
The decision they make
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
How their approach changes
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
The trade-off they make
Observed as it happens. The case responds to what they do.
CaseStructured evidenceHiring decisionLearn what to improve next
MORE THAN THE ANSWER
You keep the output and see how they got there.
NO PANEL NEEDED FOR THE CASE
Candidates can complete it asynchronously, without your team sitting in the room.
USE IT BEFORE THE INTERVIEW
Give candidates the case before you meet, then use what happened to guide the conversation.
Same case. Now you see the process behind the answer.
Each case ends with a decision, but little structured evidence remains to learn from across candidates and hires.
CaseHiring decisionLittle structured evidence remains
SAME CANDIDATE
The same case, unfolding around the candidate
WHAT HAPPENS IN THE CASE
WHAT THE CANDIDATE HAS TO DO
WHAT BECOMES VISIBLE
Observed as it happens. The case responds to what they do.
CaseStructured evidenceHiring decisionLearn what to improve next
MORE THAN THE ANSWER
You keep the output and see
how they got there.
NO PANEL NEEDED FOR THE CASE
Candidates can complete it asynchronously, without
your team sitting in the room.
USE IT BEFORE THE INTERVIEW
Give candidates the case before you meet,
then use what happened to guide the conversation.
Same case. Now you see the process behind the answer.
Turn your follow-up questions into situations candidates have to handle.
In a traditional case, you ask candidates what they would do if priorities changed, a client pushed back or a risk appeared. With Netsa, those situations happen inside the case. You see what they actually do.
Follow-up questionSituation
“What would you do if the client changed the scope?”
The client changes the scope.
Follow-up questionSituation
“How do you prioritise when everything is urgent?”
Three things become urgent at once.
Follow-up questionSituation
“What would you do if new information contradicted your analysis?”
New information contradicts their analysis.
Go into the interview having already seen them work.
Ask better questions based on what they actually did in the case.
- Prioritisation
- You handled the client request before finishing the analysis. What drove that choice?
- Ownership
- You moved forward without checking in with the manager. What made you comfortable doing that?
- Judgment
- You made a decision before all the information was available. What were you weighing?
- Communication
- You contacted the client before updating the team. Why did you choose that order?
- Response to change
- When new information arrived, you changed your recommendation but kept the same priority. Why?
Make the case worth their time.
Traditional hiring cases can ask candidates to spend hours preparing a polished answer. When candidates are in several hiring processes at once, that effort adds up fast. And when that preparation happens out of sight, it becomes increasingly difficult to know what came from the candidate and what came from AI.
With Netsa, that time is spent showing how they actually work, not polishing the perfect answer.
01
Show how you really work
Candidates work through the case as situations unfold, using the tools they would have at work, including AI. Instead of pretending ChatGPT doesn't exist, they can use it as part of the case while their own decisions, judgment and approach remain visible.
02
Get useful feedback
The same evidence can give candidates specific feedback on how they approached the case, what stood out and what they could do differently next time.
“It provided me with a good overview of both my strengths and weaknesses.”
“It’s useful, and I’ll take the point about balancing external conversations with closing out internal requests on board.”
03
Leave with something, even if it’s a no
A rejection doesn't have to mean hours spent on a case with nothing to show for it. Candidates can leave with feedback they can actually use.
“This was the first time I am receiving such a sincere rejection letter.”
How it works
Fits where you use a case today. Because candidates can complete it asynchronously, your team doesn't need to sit in the room while they work through it.
01
Give us your hiring case
Start from the case study and evaluation criteria you already use, and the questions your team normally asks.
02
We bring it to life
The brief, people, information, priorities and follow-up questions become an environment that responds to the candidate.
03
See what happened beyond the final answer
The final output, plus evidence of how they approached the case, the decisions they made and how they responded as things changed.
Most hiring cases disappear after the decision.
With Netsa, each completed case adds to what you know.
Every completed case leaves a structured record of what the candidate did. Set that alongside the hiring decision and, over time, what happened after the hire, and you have a foundation to examine which signals are actually useful for that role. As that evidence builds up, the case and its evaluation criteria can be refined with it.
- The case
- What the candidate did
- The hiring decision
- What happened after the hire
- Refine the case and criteria
The case changes when the role does
As the role, context or evaluation criteria change, we update the case with you instead of rebuilding the process from zero.
Built to support the decision, not make it.
Behaviour, not personality
Netsa observes what candidates do in the case. It doesn't infer personality traits from it.
Evidence, not a verdict
No automated hiring decision and no universal candidate score. Your team decides what the evidence means for the role.
Connected to the case
What you see in the report has to trace back to what actually happened in the case.
AI doesn't make the decision
AI helps organise the evidence from the case into a readable report. It does not make the hiring decision.
Common questions
What does a candidate actually do?
They work through your case as it unfolds: messages, documents, people asking for things, and new information arriving while they work.
Does this replace interviews?
No. Your team goes into the interview with evidence from the case, so they can ask more specific questions based on what the candidate actually did.
Do you score or rank candidates?
No. Netsa gives you structured evidence from the case. Your team decides what that evidence means for the role.
Is this a personality test?
No. It looks at what somebody did in the case. It says nothing about their personality.
How long does it take?
It depends on the case. We set the length with you when we build the living version.
What is the candidate experience?
Candidates work through the case in their browser, using the tools available to them, including AI where relevant. Afterward, the same evidence can be used to give them specific feedback on how they approached the case.
Can candidates use AI?
Yes. If AI is part of the real job, removing it would make the case less realistic. What matters is how they use it: what they delegate, what they verify, what they trust, and what they still decide themselves. Because the case responds to what they do, it isn't a static prompt you can hand to an AI for a polished answer.
What do you need from us?
Start with the hiring case you already use. We use the case, its evaluation criteria and the questions your team normally asks as the foundation for the living version. When the role or your criteria change later, we update the case with you.
You already have the case.
Now see how candidates work through it.
Bring your hiring case to life.