Observable role evidence across 13 role families and six levels.
Simulations bring the assessment closer to work by asking candidates to analyse, write, decide, interact or respond inside a role-relevant scenario.
The simulator library supports selection and development projects across role families, levels and evidence formats. Each simulation can be mapped to competencies, reviewed by assessors and scored from observable evidence rather than impression alone.
Simulation evidence methodology
Simulations are built as evidence tasks. The goal is to elicit role-relevant behaviour, reasoning and decisions that can be reviewed consistently.
Framework first
- Projects require an approved competency framework before simulations are selected.
- Frameworks define what strong, weak and insufficient evidence should look like at the role level.
Structured delivery
- Simulations can be delivered online, proctored, facilitated or through manual evidence upload.
- Candidate instructions, confidentiality notes and independent declarations are part of the activity flow.
Human-reviewed scoring
- AI-assisted extraction can help structure evidence, but final selection-use scoring is designed for human review.
- Reviewers can lock scores, document rationale and preserve audit history.
What makes the simulations useful
The important distinction is not only what the assessment is called. It is what kind of evidence it collects and how that evidence can be explained.
They are job-shaped
- Role family and level shape the scenario, complexity and expected evidence.
- This avoids generic exercises that feel impressive but do not map tightly to the role.
They separate evidence from style
- Scoring guidance cautions assessors not to over-score confidence, polish, accent, fluency or charisma unless directly relevant.
- Video responses are scored from content and transcript evidence, not appearance or biometrics.
Coverage
The simulator library can target role family, level and evidence format.
Role families
Role levels
Simulation formats
Assessment that feels like work
The simulations add behavioural evidence that structured assessments alone cannot fully capture. They are especially useful for roles where how someone reasons, writes, prioritises, questions or handles stakeholders matters as much as the final answer.
Edge Persona
A 50-competency profile that combines broad behavioural coverage with forced-choice trade-off evidence and role-adapted benchmark interpretation.
Edge Business Reasoning
An integrated adaptive scenario flow that measures how candidates read business signals, weigh trade-offs and adjust to complexity.
Edge Emotional Reasoning
A workplace simulation of interpersonal judgement, built around what people do with visible and hidden information.
Ready to see how Edge can fit your hiring or development process?
Book a conversation to review the assessment suite, role families, adaptive methodology, reports and proctoring options for your use case.
Demo walkthrough
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