Make TalentVisible
From AI fluency to the way they work —talent discovery through real work.
Looking for work? CoSprint for job seekers
Hiring through your team's real work
CoSprint is a hiring platform that hands applicants a real problem your team is working on, then shows — with quoted evidence — how each of them works, uses AI and works with colleagues.
What you hand over
One problem your team is on right now. The brief is drafted from your notes and data.
What you see
Job skills, AI fluency across four criteria, and one of four working styles.
Who decides
AI organises the evidence and the reading order. Your team makes the call.
AI interviews, aptitude games, AI tests — and good people still don't stand out
Every stage looks at a person through something other than the job. How they actually work, you find out after they're hired — and that is when it gets expensive.
major groups and public companies now run AI-detection checks on applications
Yonhap check, reported by Seoul Economic Daily, Sep 2025of HR managers name job mismatch as the top reason new hires quit early
Incruit, 446 HR managers, May 2025lost per new hire who quits early, say 75.6% of Korea's top-500 companies
Ministry of Employment & Labor / KEIS, Mar 2024“We keep adding stages, and the people who get through look more and more alike.”
Each stage has its own vendor and its own prep course. Scores come out evenly high, and the real difference is left to a few dozen minutes of interview.
- ApplicationAI writes it
- Aptitude testDrilled from prep books
- AI interviewRehearsed
- AI fluency testOut of context
- InterviewThirty minutes
- Hand applicants a real piece of the role's work and compare them by how they took it on.
- AI fluency shows up inside the work, not as a separate exam.
- However many apply, interviewers get a shortlist with quotes to ask about.
Hand applicants a piece of your team's real work
Order conversion fell in September. Nobody has checked why.
Not a realistic task. Your team's actual problem.
Describe what the team is on and attach what you have. Any role — not only engineering.
Weekly table's up. Week of the 3rd: 14.9%.Not alone. With colleagues.
Colleagues hand over facts and numbers; the read is the applicant's to make.
Not just the answer. How they work, with AI.
What they handed to AI, and where they caught it being wrong — read from the record.
“Can I see conversion by week rather than the average?”
Not a score. Evidence, and your decision.
Every point quotes the conversation it came from. Who goes forward stays with you.
How AI fluency is assessed
Not whether they used AI, but how. The conversation they had with AI while working is read against four criteria, and the line behind each read is quoted.
- Can you build the weekly conversion table from this file? I'll work out the cause myself.1
- Done. Coupon redemptions fell in September — the coupon cut looks like the main cause.
- Coupon use is flat week to week. That can't be it.3
- Look at the week of the 3rd on its own, app installs only, and leave out returning users.2
- I've checked the push outage against Dasol's logs.
- The Android share I couldn't confirm, so I've flagged it.4
- 1
Partition
StrongWhat they hand to AI, and what they keep
- 2
Articulate
StrongWhether they give AI the context and limits it needs
- 3
Inspect
OutstandingWhether they check AI's answer and catch where it's wrong
- 4
Responsibility
OutstandingWhether they own the result and say what's unconfirmed
- CoSprint PAIR — Partition, Articulate, Inspect, Responsibility — is our own AI fluency standard. Your company's criteria can replace it. Where the record shows nothing, the level stays empty.
How it compares with AI interviews, aptitude tests and take-home tasks
What each stage looks at, and what it can't see.
| Real work context | Working with others | How they use AI | Hard to prep for | Evidence for the call | Left for the applicant | |
|---|---|---|---|---|---|---|
| CoSprint | ||||||
| CV & cover letter | ||||||
| AI interview | ||||||
| Game-style aptitude test | ||||||
| AI fluency test | ||||||
| Take-home task |
Instead of a scoring sheet, a report with the evidence attached
The criteria come from your brief. Each applicant's job skills, AI fluency and working style sit on one page, and every point quotes the conversation or the work it came from.
- Problem framingOutstanding
- Data analysisStrong
- CommunicationStrong
Sketcher
Mapper
Proposer
AlignerTalks it through until it is agreed and owned, then moves.
- PartitionStrong
- ArticulateStrong
- InspectOutstanding
- ResponsibilityOutstanding
Didn't take the brief's coupon explanation as given. Split the weeks and found a second cause.
Applicant D → Dasol (data)“Can I see conversion by week rather than the monthly average?”
Applicant D → Somin (lead)“Coupons explain about 1.6 points. The rest is the week push was down.”
- 1A line per skill
What they did, in plain words — not a number on its own.
- 2The conversation, quoted
Every point links to what was actually said. No quote, no score.
- 3CV rank beside it
See at once who paper would have screened out.
- 4Your call
Advance, hold or decline is a person's decision.
However many apply, you read a shortlist
Ordered by the work, with CV rank beside it — so the people paper would have screened out stand out.
| Work rank | Applicant | CV rank | Key evidence |
|---|---|---|---|
| 1 | Applicant D | #1413 | Split the weeks, found the push outage |
| 2 | Applicant K | #3836 | Challenged the coupon story with data |
| 3 | Applicant R | #63 | Cut an AI assumption that didn't fit |
| 4 | Applicant M | #5248 | Asked CRM before concluding |
| 5 | Applicant J | #3 | Clear budget case, tight numbers |
| 6 | Applicant S | #2721 | Changed course on the lead's point |
| 7 | Applicant H | #7164 | Named the weakest point unprompted |
Shortlist bar — set by your team | |||
| 8 | Applicant A | #1 | — |
| 9 | Applicant B | #2 | — |
Slots in where your take-home or work interview sits
Before screening, after it, or in place of the work interview. Whatever the role, describing the problem is enough to build the task.
Open the door wide; read the work before the CV.
Check the shortlist on real work before interviews.
Replace the take-home or work interview with the team's real problem.
Find out why order conversion dropped, then set next month's coupon budget
- Data engineer
CRM manager
CRM marketer
Support lead
Search PM
Logistics managerFrom describing the problem to reading the shortlist
- 01
Describe the problem
Paste meeting notes, attach a data file.
Conversion down since Sept. Coupons? Nobody's checked…weekly_funnel.csv - 02
Review the AI draft
Brief, colleagues and skills come back drafted.
Problem framingData analysisAI fluency - 03
Link it to the posting
A link, or one line next to the job.
cosprint.ai/s/moa-growth<span data-cosprint-sprint="moa-growth"> - 04
Read the shortlist
Hand-ins arrive read, in order, with evidence.
312applied276handed in7shortlist
AI in hiring, with every call explainable
The questions about AI in hiring are bias and accountability. CoSprint answers them by never handing the decision to AI.
The reading orders who to read first. It never advances or rejects anyone.
Each judgement links to the exact words in the conversation.
If the record doesn't show it, the level is left empty rather than guessed.
They answer with numbers and context, never the conclusion — so the read is the applicant's.
Your criteria and reports are seen by your team only. An applicant's passport keeps just the platform's standard record.
Questions hiring teams ask before starting
How do you assess AI fluency?
Against CoSprint PAIR, our own standard — Partition, Articulate, Inspect and Responsibility — read from the applicant's conversation with AI and from their work. Each read quotes the line behind it, and anything without evidence isn't scored.
How is this different from an AI skills test?
A skills test gives everyone the same questions or games and estimates traits from the answers. CoSprint hands over a real problem your team is working on, and records how the applicant works through it with colleagues and AI.
Can it run alongside AI interviews and our other stages?
Yes. It goes before screening, after screening, or in place of the work interview. The rest of your process stays as it is.
Should applicants be allowed to use AI on a take-home task?
Allow it, and record it. What they hand to AI and what they decide for themselves becomes evidence in its own right.
What if applicants just let AI do it?
AI isn't blocked — it's recorded. What they handed over and what they decided themselves is read as AI fluency, and a real back-and-forth with colleagues is hard to fake.
Does AI decide who gets hired?
No. AI organises the evidence and the order you read in. Advance, hold or decline is your team's call.
Is it only for engineering roles?
Any role whose problem you can describe — marketing, design, operations, sales, content and engineering.
Can we use our own criteria?
Job skills come from your brief, and the AI fluency framework can be swapped for your own.
Does it work for graduate and intern hiring?
Yes. The less a CV can tell you, the more the work has to. You set the scope and the window for each sprint.
Isn't it a lot to ask of applicants?
You set the window per sprint, and they come away with a record of real work rather than another test.
How much work is the brief?
Paste meeting notes or attach a data file. The brief, colleagues and skills come back as a draft to edit.
How many applicants can it handle?
Every hand-in is read and ordered, and your team reads the shortlist.