Hire freshers who've already proven it.
Turn thousands of fresher applications into a shortlist backed by real work. Wooble designs and runs job-relevant work-sample challenges, evaluates submissions against a structured rubric, and gives your hiring team evidence-backed candidates to interview.
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evaluation
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Trusted by teams like these
The volume problem
2,000 applications. 200 seemingly qualified. Who deserves your engineers' time?
Illustrative — actual conversion varies by role and evaluation criteria.
Where Wooble fits
Don't replace your ATS. Add evidence before the interview.
The work sample
Not another coding test. Work that resembles the job.
Junior Backend / Full-Stack Engineer
Diagnose why an API endpoint is slow, ship a fix, add tests for it, and explain the tradeoffs in your implementation.
Evaluation rubric
Correctness
Does the fix actually solve the problem in the brief.
Code quality
Structure, clarity, and attention to detail.
Problem solving
How they diagnosed the issue, not just the patch.
Testing
Whether the fix is verified, not just claimed.
Explanation
Whether they can justify their tradeoffs in their own words.
What you receive
Don't get another score. Get evidence.
Aisha Khan
Junior Backend Engineer
“Diagnosed the N+1 query correctly, added targeted tests, and explained the tradeoff clearly.”
Rohan Mehta
Junior Backend Engineer
Priya Nair
Junior Backend Engineer
Illustrative shortlist output — not a live customer result.
For your engineers
Your interviewer starts with evidence, not a blank slate.
See what a candidate built, how they approached it, and where they're strong or not — before the interview even starts. Interviews can begin from a candidate's actual decisions instead of another generic screening round.
“Why did you choose this architecture?”
Example interview prompt — grounded in the candidate's actual submission, not a generic screening question.
How it works
From JD to evidence-backed shortlist.
You share the role.
The JD, the level, and your hiring criteria.
Wooble designs the work sample.
A job-relevant task and a structured rubric to score it.
Candidates complete the challenge.
The same kind of task they'd actually do on the job.
Submissions are evaluated.
Scored against the rubric — correctness, quality, approach.
You receive the shortlist.
Ranked, evidence-backed, with the reasoning shown.
You interview.
Starting from a candidate's actual decisions, not a blank slate.
Timeline depends on role, cohort size, and rubric complexity.
What Wooble evaluates
More than syntax. More than an MCQ score.
We evaluate what's demonstrated in the work — not constructs like “learning agility” unless we have a validated way to measure them.
Built for how people actually work
Don't ask candidates to pretend AI doesn't exist.
AI-restricted
A closed-book work sample — no AI assistance, evaluated the traditional way.
AI-enabled
Candidates can use AI tools. We evaluate the outcome and the observable process — decomposition, tool usage, verification, debugging, and explanation.
We evaluate the work that's submitted and explained — not background telemetry of tool use.
Proof, not promises
Results from real hiring campaigns.
We're running work-sample pilots with hiring teams right now. Campaign case studies go here as soon as results are in and cleared to share — not before.
What we track per campaign — published with real numbers once a case study clears review.
Udyam (MSME) registeredEnterprise & security
Procurement questions, answered up front.
Read exactly how we handle candidate submissions and intellectual property — nothing here is inferred.
Questions, answered before you ask
The questions a campus-hiring lead asks first.
Wooble can operate as an evaluation layer on top of it — you don't need to replace anything you already have.
See the cost of screening at scale
What is your current shortlist costing you?
Your current interview hours
600 hrs
Estimated cost: ₹9,00,000
With a shortlist of 75
225 hrs
Estimated cost: ₹3,37,500
You choose the modeled shortlist size above — this is a model built from your own numbers, not a promised Wooble outcome.
Give us one role. We'll show you who can actually do it.
No ATS migration. No annual contract. Just one role, evaluated properly, before you decide anything bigger.
Not quite what you need?