Our process is atypical, so let's start with that: the bottom line is that many recruiting processes are fundamentally broken because they start with an inherently biased step: the "resume screen". We value diversity far more than what university you attended, whether or not you completed an internship, or where you last worked. Instead of starting our process with that biased step, we do things differently - we replace that biased step with an unbiased step. In short, we assess an application for two things: 1.) is our candidate located somewhere we are registered to have employees and 2.) does the candidate's salary requirements align with our budget. If the answers to those two questions are yes, we want to move forward in the process. There are two assessments - one that measures your aptitude for solving problems and another that evaluates personality characteristics specifically in the context of the job you'll be doing. We set expectations with all our candidates that we will also schedule time to validate the aptitude portion of the assessment on a video call. We hope this helps you understand the value we see in these assessments and why we've integrated this step into our recruiting process. We appreciate your interest in SecureLink and look forward to continuing the process with you. On the issue of the recruiter you worked with, I welcome the opportunity to discuss the details of what led you to write this review. Please feel free to email me at ljones@securelink.com. I look forward to hearing from you. - Lexi Jones, VP of People