Capability checks that make onboarding measurable
Scorafy gives onboarding teams a way to find out what a new starter has actually absorbed, not just whether they clicked through the module. New starters answer in their own words at 30, 60 or 90 days, the AI evaluates each response against the capability rubric you define and cites the evidence, and a manager or onboarding lead reviews the draft before anything is released. Cohort reports show where a whole intake is strong and where the programme itself is failing people.
Free plan - no card required. Trial it on one assessment.
The problem this solves
Where employee onboarding teams commonly lose time and consistency.
- Completion rates are the only onboarding metric available, and they say nothing about capability
- Ramp-up problems surface weeks late, usually when something goes wrong on the job
- Writing individual check-in feedback for every new starter does not scale past a handful of hires
- Feedback quality depends entirely on which manager happens to be running the check-in
- Nothing aggregates across an intake, so the same onboarding gap is rediscovered every cohort
How Scorafy fits the workflow
The AI drafts, a qualified human reviews and decides.
Define what "ramped up" means
Build a rubric for the capabilities a new starter should hold by each milestone, with the performance levels that separate on-track from needs-support.
Run the check-in
New starters answer open-ended questions in their own words - no account needed - and can upload work samples or record a video or audio answer, which is transcribed and read alongside the text.
Get an evidence-backed read per person
Each response is evaluated against your rubric in about a minute, with the evidence for every judgement quoted from what the new starter actually wrote.
A manager reviews, then releases
The onboarding lead or manager checks the draft, overrides anything they disagree with, and releases it. Cohort reports then show the pattern across the whole intake.
Why it works for employee onboarding teams
The specific gains for this use case.
What Scorafy does and does not do
Scorafy is not an HRIS, a performance-management system or an onboarding task tracker, and it does not make people decisions. It evaluates what a new starter writes against a rubric you define and drafts feedback for a human to review, adjust and release. Probation, performance and employment decisions stay with your managers and your HR systems.
Frequently asked questions
Is this a performance review?
No. It is a formative capability check. It produces development feedback a manager reviews and releases, and it does not store HR records or make employment decisions. Anything consequential stays with your managers and your HR systems.
Do new starters need an account?
No. Respondents complete a branded assessment from a link without creating an account. You can set a time limit on the assessment or on individual questions if the check-in needs one, and the limit is enforced on the server.
Can we see how a whole intake is tracking?
Yes. Alongside the individual reports, cohort and group reporting aggregates across the intake - score distribution, common strengths and shared gaps - which is usually where you find out the onboarding programme has a hole in it.
What does it cost to run this across our hires?
There is a free plan to trial it on one check-in. Paid plans start at $39 USD per month, and the billed unit is the AI evaluation - one completed check-in, evaluated. Growth at $99 covers 500 evaluations a month. See the pricing page.
Related resources
Templates to start from
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See it on your own assessment
Start free, build one assessment, and see the AI-drafted feedback for yourself.