The candidate who cleared every round, then declined over salary. JoinSense catches that mismatch in the first week, not the last.
Four rounds, three interviewers, two weeks of calendar, and then the offer is declined over a salary expectation nobody asked about, a relocation the candidate was never going to make, or a field role given to someone without a vehicle.
None of these are assessment failures. They are questions asked too late, or not at all.
Compensation band, location, work mode and role prerequisites defined by you, before candidates enter.
Each candidate answers the same structured set, early in the process rather than at offer stage.
Every response calibrated against the role parameter it corresponds to.
Red, amber or green, parameter by parameter, so you see exactly where the risk sits.
Illustrative report · fabricated data. One red flag on compensation, surfaced in week one. A conversation worth having before round three, not after the offer.
Joining-probability profile with parameter-level risk, enabling pre-offer intervention.
A single joining-risk number would hide the thing you need. Each parameter is flagged on its own, so you know exactly which conversation to have and with whom.
Bring the number. We’ll show you where JoinSense would have flagged it.