Remote Collaboration
Evaluates your ability to collaborate effectively at a distance by choosing the right channel, writing clear and self-contained messages, taking part in video and hybrid meetings that leave no one out, and coordinating asynchronous work while respecting everyone's availability.
The remote collaboration test looks at how you work with colleagues you never run into at the office: choosing the channel, writing messages, taking part in video calls and coordinating asynchronous work. When a team is spread across homes, sites and countries, almost every exchange happens through a screen. An ambiguous message can cost a day of waiting, a poorly run meeting sidelines the people who are not in the room, and a clumsy handover between time zones can leave a case with nobody steering it.
This online test puts candidates in project, incident and cross-site coordination scenarios, sometimes as the facilitator, sometimes as a participant. It helps recruiters check that a future hire can move work forward without relying on physical presence, and gives candidates a clear view of their habits in a distributed team.
What this test measures
- Choice of communication channel based on urgency, sensitivity of the topic and number of people involved.
- Writing messages that a reader with no context or prior knowledge of the case can follow.
- Behaviour in video and hybrid meetings towards participants who join remotely.
- Organisation of asynchronous work: shared documents, handovers and follow-up on decisions made.
- Attention to working hours, time zones and availability when making requests of others.
Examples of situations in the test
- 1A choice between two technical options stalls in an endless email thread between several sites of a bank.
- 2A hybrid meeting at an accounting firm where remote participants struggle to follow and to speak up.
- 3A customer incident to hand over at the end of the day to a support team in another time zone.
- 4A new hire joining a software company, in a team she will not meet in person.
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high score points to someone who moves collective work forward without relying on physical presence: their messages stand on their own, their meetings involve everyone and their requests respect other people's schedules.
Result to develop
A score to develop suggests habits still modelled on office work, which work less well once the team is spread out. The report shows which practices to adopt first to collaborate more smoothly at a distance.
Roles where this skill is decisive
- Project manager
- Developer in a distributed team
- Consultant
- Hybrid team lead
- Support engineer
- Multi-site coordinator
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
Is this test suitable for a partly remote role?
Yes. The scenarios cover fully remote teams as well as hybrid setups where some colleagues are on site. The test looks at how you keep everyone informed and involved, whatever the split. It is just as relevant for a role with one or two remote days a week as for a fully remote position.
How is this different from a written communication test?
Writing is only one part of it. This test also covers deciding between a message, a call or a video meeting, running remote meetings, coordinating asynchronous work and paying attention to everyone's hours. Someone can write very well and still struggle to coordinate a distributed team: the test brings that whole set of practices to light.
How does the test work?
Once logged in, you answer 20 questions drawn at random from a larger bank, within 35 minutes: situational judgement scenarios, true/false statements and prioritisation exercises. Answers are weighted, with no obvious right option. At the end you receive an AI-generated behavioural report, in French, English or Arabic.
How can a recruiter use it in the hiring process?
The company adds the test to a recruitment campaign and invites candidates to take it online. The report highlights each person's strengths and areas for growth in remote work, which gives concrete topics to explore at interview, such as how the candidate organises a handover or runs a video meeting.