Helping you remove unconscious
bias from all stages of the talent lifecycle

Inform leadership planning with data-driven insights built around your unique competencies and diversify your organizations hierachy.

Retain and elevate your existing talent pool

Group 448


Provide every internal candidate equal opportunity in a fractiion of the time

Group 447


Extend DEI efforts beyond talent acquisition and make objective decisions at every stage

Group 449


Assess all candidates in the same way and directly compare data-driven insights

“We trust Knockri's ability to combine the right mix of science and technology to create inclusive assessment experiences with results predictive of success”

Robert Gibby, Phd SIOP Fellow, Director, People Analytics - Facebook, ex-Chief Talent Scientist, IBM

scoring insight

Identify strengths and gaps for comprehensive planning

Data-driven scoring insights show at a glance which behaviors candidates demonstrate and which they need to develop.

Managers use this data to assess candidates, compare results, and provide actionable feedback.

Actionable tasks for development

Feedback reports are generated to surface work-related tasks candidates can perform to develop behaviours they did not demonstrate in their assessment.

The shareable reports provide actionable tasks candidates can perform for professional development and promotion.

Group 450

Upholding fair and objective screening for better informed business decisions


Connect the tools you already use

Logos of integrations supported by Knockri, including SAP SuccessFactors, Workday, Lever, SmartRecruiters, BrassRing, and an option to add more.

Enterprise-grade security & compliance


Yes! Knockri can integrate with any ATS. You will build your assessment in our dashboard and link it to your own internal requisitions. From there, you can continue working with your ATS like you normally would.  

No problem! Knockri’s Recruiter Dashboard can fully function as a stand-alone product, meaning you don’t need an ATS to use it. 

We help reduce unconscious bias during the hiring process in three specific ways: 

  1. Our magic quadrant research methodology shows that behavioural assessments increase diversity without sacrificing performance prediction in comparison to other assessment types, such as cognitive ability assessments. Although behavioural assessments can be expensive and time-consuming, we’ve automated the process which allows you to use them earlier on in the recruitment process instead of other selection procedures known to negatively impact diversity.  
  2. We reduce recruiter bias by ensuring every candidate gets exactly the same assessment. We found that unstructured interviews allow for human bias to creep its way into the selection process. By using a structured behavioural interview process, we use this automation to ensure that none of your typical bias is present, which gives every candidate a fair chance in the selection process. 
  3. We train our machine learning to score candidates through objective data that has not been subject to human biases. In data science, there is a general understanding of what happens when the data used to train models is biased — garbage in, garbage out.  Since machine learning models learn from data that we feed to them, any bias that exists in that data will translate through the use of machine learning. This is why we ensure our machine learning is only taught objective data that hasn’t been subject to human biases, and does not include historical hiring patterns. 

We provide support 24 hours a day, 7 days a week to all candidates. For inquiries submitted between 9am – 9pm (EST) Monday to Friday, technical issues are resolved within the hour. Outside of those hours, our team will resolve the issue within 3 hours. This includes weekends (Saturday & Sunday).