The CV says 'advanced English' — but nobody's verified it
until now.
Gauging level with a few interview questions is subjective and leaves the door open to a bad hire. Send candidates a single magic link; let them complete an objective, CEFR-based assessment in 5–8 minutes. Results are in your HR dashboard, comparable side by side.
Assessment
CEFR
A1–C2, objective
Per candidate
5-8 min
Magic link, no form
Quota
100 candidates
Free to start
4.9★
Trustpilot · 600+ reviews
CEFR
Objective assessment standard
5-8 min
Time per candidate
100 candidates
Free starting quota
Materials, methodology and reference sources
- Oxford University Press
- Forbes
- EdTech Breakthrough
- Cambridge
- TESOL
- DELTA
- Şikayetvar
- Trustpilot
- Oxford University Press
- Forbes
- EdTech Breakthrough
- Cambridge
- TESOL
- DELTA
- Şikayetvar
- Trustpilot
What trusting a CV claim really costs
Objective measurement → the right candidate → a fast decision
Trusting the English claim on a CV and making a bad hire is one of the most common — and most expensive — traps recruiting teams fall into. Here's how a CEFR assessment via magic link solves it.
I can't trust the English claim on a CV
Objective, CEFR-based measurement
'Advanced English' is written on most CVs but goes unverified — and when it's wrong, you find out months after the hire. Candidates complete a CEFR-based assessment covering grammar, vocabulary, reading and speaking; the result is based on measurement, not a claim.
CEFR A1–C2, objective
I can't reliably gauge level in an interview
A standard assessment in 5-8 minutes
Gauging level with a few interview questions is both subjective and a waste of time. Every candidate goes through the same standard, adaptive assessment; you spend interview time on technical and cultural fit.
The same standard for every candidate
I can't compare candidates objectively
Side-by-side comparison in the HR dashboard
Results gather in your HR dashboard; you see candidates side by side by CEFR level and skill breakdown. You quickly shortlist candidates who meet the band the role requires.
Comparable results
The assessment process is slow and cumbersome
Magic link — no form, no setup
A single magic link goes to the candidate; no sign-up, form or setup. Invitations and result collection are automatic. Candidate data is kept separate from your employee reports, in a KVKK-compliant way.
Zero setup · KVKK-compliant
If English is critical in hiring, base the decision on measurement, not a claim. An objective, comparable and fast assessment eliminates the cost of a bad hire before the candidate even starts.
Candidate assessment in 3 steps
HR's only job: sharing the link
A bad hire costs far more than a few minutes of assessment. Candidate invitations, reminders and result collection run automatically — you just share the magic link.
- ADIM 01
Add the candidate list
Enter candidates' name–email details, or create and share a single magic link. No sign-up, form or setup.
HR effort: ~3 minutes
- ADIM 02
Automatic invites + reminders
Each candidate receives a personal, one-click assessment link. Those who don't finish get an automatic reminder.
Zero manual follow-up
- ADIM 03
Results in your HR dashboard
When a candidate finishes, the result lands in your HR dashboard. You compare candidates side by side by CEFR level and skill breakdown, and eliminate bad-hire risk before it starts.
Instant comparison
Candidate data kept separate and protected: Candidate assessments are kept separate from your employee reports, in a KVKK-compliant way. The magic link is single-use and time-limited; data is deleted on request.
The pedagogy behind the assessment
Why it's different from guessing in an interview
Gauging level with a few interview questions is subjective and inconsistent. A CEFR-calibrated item bank, IRT-based adaptive selection and a cheat-resistant design mean every candidate goes through the same standard; the decision rests on measurement, not a claim.
Assessment flow
- 01
Magic link
A single link goes to the candidate; no sign-up, form or setup. The link is single-use and time-limited.
- 02
Adaptive assessment
8 questions get harder dynamically based on the candidate's level; grammar, vocabulary, reading and cohesion are measured together.
- 03
Speaking (B1+)
B1-and-above candidates continue with a short speaking section; productive validation with Azure Pronunciation + a CEFR-calibrated AI rubric.
- 04
Result in the HR dashboard
CEFR level + confidence interval + skill breakdown gather in your HR dashboard; candidates are compared side by side.
Objective, CEFR-based
Measurement instead of an 'advanced English' claim. The result comes as a level + confidence interval to the international CEFR standard (A1–C2).
CEFR A1–C2, objective
The same standard for every candidate
Gauging level with a few questions in an interview is subjective. Every candidate goes through the same adaptive assessment; the comparison is fair and consistent.
Standardized measurement
Calibrated distractors
Wrong options aren't random; they represent typical learner errors or words that are close but inappropriate. Answering by guessing is deliberately reduced.
Arranged by typical L2 errors
Confidence-interval result
Instead of a single label, the level + a confidence interval is reported. Borderline candidates come back with a 'boundary' flag — and the decision becomes clearer against the role's band.
Confidence %, range (B1–B2, etc.)
Cheat-resistant design
No correct/incorrect feedback is shown until the assessment ends. The question bank is server-side; the answer key is never sent to the client. The same question won't reappear for the same candidate within 30 days.
Server-side theta + item shuffling
Fast, no form
The candidate finishes in 5–8 minutes; no sign-up, form or setup. It doesn't slow down your hiring process.
5–8 min · zero setup
The assessment is not an official certificate; it's a short, pedagogically balanced CEFR estimate designed for objective pre-screening in hiring. For borderline results, the report clearly recommends a longer version.
The candidate assessment result that lands in the HR dashboard — comparable
After each candidate's assessment, Flalingo's AI engine (FLAI) generates an objective result report. Below is a real report example; you compare candidates side by side with this level of detail.
The live preview above is an example of the real assessment report seen for a candidate in the HR dashboard.
What does this tab show?
General Feedback
The candidate's CEFR level, speaking pace, assessment summary and skill-based feedback.
Highlighted data
A1 – C2 objective level
- Generated separately and automatically for each candidate
- Side-by-side comparison in the HR dashboard
- CEFR-aligned (A1 – C2), objective
- Shortlist by the role's band
Give your next candidate this same clarity.
Start in 3 minutes, send candidates a magic link, and compare the results in the dashboard.
Why Flalingo candidate assessment
We ask for zero setup from your HR team.
No chasing candidates, no Excel tracking, no IT-integration headaches. Share the magic link, compare results in the dashboard, and lower the risk of a bad hire.
Candidate data can't get mixed up or create risk
Candidate assessments are stored separately from your employee reports, in a KVKK-compliant way.
KVKK-compliant separation
Nobody chases anyone, and it still gets finished
Candidates who haven't finished get a gentle reminder. No manual follow-up, no Excel tracking.
High completion
No form, no slowdown to your hiring process
When the candidate clicks the link in the email, they go straight into the assessment with no sign-up or form.
Zero setup
Data security stops being a worry
Candidate data is stored for a set period and deleted on request. The privacy notice is accessible from within the dashboard.
Time-limited, deletable data
Bad-hire risk drops in front of your eyes
You see candidates side by side by CEFR level and skill breakdown, and eliminate anyone who doesn't meet the role's band from the start.
Side-by-side comparison
You lose zero time to setup
No new company software, no IT integration, no training. Create a magic link with HR's single account.
3-minute setup
What do HR teams say?
HR teams using candidate assessment
Designed for the right decision in hiring. Here are the materials and methodology sources used to build the system, plus sample HR feedback.
Materials & methodology sources
- Oxford University Press
- Forbes
- EdTech Breakthrough
- Cambridge
- TESOL
- DELTA
“We'd made bad hires trusting the 'advanced English' line on a CV. Now we send every candidate a magic link; we see the results side by side in the dashboard and make an objective call.”
İsim Soyisim
Recruiting Manager · Örnek Şirket A.Ş.
“We now spend our interview time on technical and cultural fit. English level is settled before the interview with a standard assessment.”
İsim Soyisim
Talent Acquisition Lead · Örnek Holding
References and customer logos will be updated with approved customer data before going live.
Frequently asked questions
What HR teams ask most
If you didn't find the answer here, you can reach us at kurumsal@flalingo.com .
- The 'advanced English' on a CV often goes unverified. The candidate completes a CEFR-based adaptive assessment covering grammar, vocabulary, reading and (for B1+) speaking; the result is based on measurement, not a claim, and comes to the international standard (A1–C2).
Eliminate bad-hire risk before you hire
See the real level, not the CV claim, before you hire.
Don't make guesses in the interview — a bad hire costs far more than a few minutes of assessment. Send candidates a magic link, let them complete an objective CEFR-based assessment in minutes; compare the results side by side in your HR dashboard.
- Objective, CEFR-based candidate assessment
- A magic link for the candidate — no form, no setup
- Results in the HR dashboard, comparable
- Free for up to your first 100 candidates · Domain-locked security
Designed for recruiting teams
Candidate data is kept separate from your employee reports — KVKK-compliant.