You build a separate role profile for each format (flagship, outlet, warehouse, kiosk), and Bryq scores candidates against the profile you assign at the requisition level. Same assessment, different scoring. No retesting candidates for different roles. The TA team at a multi-format retailer typically sets up four to six store profiles and reuses them across hundreds of openings.

Yes. The 15-minute mobile assessment plus role-matched ranking means a seasonal pool of 5,000 applicants becomes a ranked shortlist in days, not weeks. Customers running peak hiring see time-to-decision drop by half. The assessment doesn't degrade at volume, which matters when November candidate flow is 3x normal.

Yes. Manager roles use a different profile that weights judgment, leadership behaviors, and cognitive ability higher than associate profiles. We've built role profiles for store managers, district managers, and visual merchandising leads.

Most assessment platforms either give you a generic personality test or a long cognitive battery designed for white-collar hiring. Retail hiring lives or dies on completion rates, mobile usability, and the ability to differentiate across formats. Bryq's 15-minute mobile assessment holds completion rates on phones, and the role-profile system lets you treat a luxury flagship and a discount outlet as different jobs without retesting.

Bryq passed the NYC Bias Audit under Local Law 144 and is EU AI Act Article 4 ready. The Behavioral and Cognitive components are validated for adverse impact across protected groups by I/O psychologists. Documentation is available for compliance teams.

Yes, with permissions. Store managers can see ranked shortlists for their own openings, with a one-page summary per candidate. They don't see raw scores, just role fit and a short interpretation. Keeps decisions structured.

Bryq integrates with the major ATS platforms (Greenhouse, Lever, Workday, iCIMS, Workable) in under a week. The assessment fires automatically when a candidate hits the screening stage, and scores write back to the candidate record. Your recruiters don't switch tools.

Yes. The AI Proficiency Assessment scores candidates 0 to 100 across five dimensions (AI Task Strategy, Prompting & Interaction Quality, Critical Evaluation & Validation, Ethical & Responsible Use, Workflow Integration & Output Quality) at three proficiency levels (Aware, Functional, Advanced). For retail it matters most in store-operations roles that touch inventory AI, customer-facing AI assistants, or AI-powered scheduling. 15 minutes, tool-agnostic. You pick the level once per role.