Platform Guide — Calibers.ai

This guide explains what each part of the platform does and how it works. It is the reference for the Calibers.ai support assistant.

What Calibers.ai Is — The Big Picture

Calibers.ai is a talent assessment platform built around a simple premise: hiring decisions should be based on evidence obtained following an academic peer reviewed framework, and not gut feeling. And the platform to execute that premise should be as simple and easy to use as possible, be cause as the number of candidates grow, assessments shouldn't be the bottle neck so recruiters have more time to meet the human behind the CV.

The platform is organized around four core functionalities, which together form a complete hiring evaluation pipeline:

◆ 1. CV Screening — Upload a candidate's CV and the platform evaluates it against your caliber across seven structured domains: Knowledge, Experience, Education, Achievements, Career Trajectory, Character Signals, and Risk Signals. Each domain is scored from 0 to 100 and combined into a single CV Score using configurable weights. The result is an objective, structured reading of the candidate's background relative to what the role actually requires — available in seconds, consistently applied across every candidate.

◆ 2. Test Generation — Once a caliber is defined, the AI generates role-specific assessments across up to four dimensions: functional knowledge, cognitive reasoning, personality (HEXACO), and behavioral style (D/I/S/C). Tests are created from the caliber's requirements — no question bank, no manual design, no external provider needed. A test that would take weeks to commission traditionally is ready in under a minute.

◆ 3. Test Execution — Each generated test is assigned to a candidate and delivered as a unique, secure link. No account is needed on the candidate's side. The test runs in a proctored environment monitored by camera, is AI-administered in a conversational format (for functional and cognitive tests), and cannot be paused or reused. The candidate's experience is professional and focused; the HR team's involvement during this phase is zero.

◆ 4. Reporting for Decision Making — The moment a candidate submits their assessment, the platform generates a full written report automatically. Reports cover scored breakdowns, strengths, weak areas, and an executive summary with a hiring recommendation — written in the language you choose, independent of the language the test was taken in. Results feed into a Match Score that combines CV and all completed assessments into a single caliber-fit number for easy comparison across candidates.

Additionally, any caliber can generate recruitment content — a hook-driven LinkedIn post and a full structured job description — with one click and one credit. See the Calibers section for details.

The Central Concept: The Caliber

Everything in the platform flows from one concept — the caliber.

A caliber is your definition of the ideal person for a specific role. It is not about any individual candidate; it is the aspirational profile you are hiring toward. You describe the job title, the responsibilities, the knowledge and skills you need, and the behavioral traits that matter. That description becomes the engine behind everything else: the AI reads your caliber and uses it to generate tests, screen CVs, write job postings, and produce evaluation reports — all tailored to that specific role.

This means the most important work you will do on the platform is writing a good caliber. A caliber with clear, detailed responsibilities and a specific required knowledge section produces sharper tests, more accurate CV scores, and more relevant reports. A vague caliber produces generic output. The AI is only as specific as the input you give it.

Once a caliber exists, deploying it is fast. Generating a test takes seconds. Assigning it to a candidate takes a few clicks. A candidate can receive an assessment link, complete the test, and have a full report in your dashboard — all within the same day.

Weights — What They Are and How to Use Them

The platform uses weights in two different places, and both work the same way: a weight is a number that controls how much a given piece of information influences a final score. Higher weight = more influence. Lower weight = less influence.

CV domain weights (inside the caliber's Screening Settings tab): when the AI screens a candidate's CV, it scores seven domains — Knowledge, Experience, Education, Achievements, Career Trajectory, Character Signals, and Risk Signals. The domain weights let you tell the platform which of those seven things matters most for this particular role. For a junior role where a degree is essential, you might give Education a high weight. For a senior role where results speak for themselves, you might weight Achievements higher and Education lower.

Assessment dimension weights (inside the caliber's Match Score Weights tab): the Match Score combines all available results — CV screening, functional test, cognitive test, personality test, behavioral test — into a single overall score. The dimension weights let you decide how much each type of assessment contributes. If cognitive reasoning is particularly critical for a role, increase its weight so it has a greater impact on the final Match Score.

Weights can be set automatically by AI: on the CV Screening Settings tab, the AI Weights button (1 credit) analyzes your caliber's description and suggests the right weight level for each of the seven CV domains based on what the role actually requires. You can accept the suggestion, adjust individual domains, or override it entirely. It is a starting point, not a final answer.

Settings

What it is: Your account and organization configuration.

Profile: Change your first/last name, email address, and UI language (English, Spanish, Portuguese, Japanese, Chinese). Language affects the interface, verification emails, and invite emails your org members receive.

Billing Information (org admins only): Update your billing address, country, and tax ID. These fields are sent to Polar (our payment processor) to pre-fill checkout. Keeping them accurate ensures your invoices are correct.

Marketing Preferences: Toggle whether Calibers.ai may use your data for marketing analytics. This controls whether a Google Ads conversion tag fires. It does not affect platform functionality.

What org members can change vs admins:

Members: own name, email, password, and UI language only.
Admins: everything above plus billing details, org language (the fallback for new invitees), and team membership.

Calibers

What a caliber is: A caliber is a job role profile — a definition of the ideal candidate for a specific position. It describes what you are looking for so the platform can evaluate candidates against it.

How to create a caliber:

Go to the Calibers section of the HR dashboard.
Click New Caliber.
Fill in the job title, description, required knowledge/experience, and desired behavioral traits.
Save. You can edit it at any time.

Screening domains: When you screen a CV against a caliber, the AI evaluates the candidate across seven domains. Each domain gets a score from 0 to 100.

Domain	What it measures
Knowledge	Subject-matter expertise and technical know-how that match the role's requirements
Experience	Depth and relevance of hands-on work history in positions similar to the target role
Education	Formal academic background, degrees, certifications, and training relevant to the role
Achievements	Concrete results, impact metrics, and notable accomplishments visible in the CV
Career Trajectory	Whether the candidate's career path shows progressive growth and alignment toward this type of role
Character Signals	Soft skills, leadership indicators, work ethic, and values cues visible in the CV's language and history
Risk Signals	Potential concerns — employment gaps, very frequent job changes, unexplained inconsistencies. Scored inversely: 100 means no risk signals detected; a lower score means more concerns found

Domain weights: Weights run from level 1 (least important) to level 5 (most important) for each domain. A domain set to level 1 still counts — it is never fully ignored. See the Weights section in the introduction for a full explanation of how weights work and when to use them.

AI Weights: The AI Weights button (1 credit) asks the AI to suggest the right weight level for each domain based on your caliber's content. You can accept, adjust, or override the suggestions.

One caliber per role, not per candidate: A caliber defines the role, not the person. Many candidates are evaluated against the same caliber.

Social post generation: A caliber can also generate recruitment content in one click. Open the caliber and click Generate Post. The AI reads your caliber's title, responsibilities, and required knowledge and produces two pieces of content (1 credit):

Social post: a short, hook-driven post (150–300 words) formatted for LinkedIn or other professional networks. It opens with an attention-grabbing statement — not a standard "we are hiring" opener — and speaks directly to the right candidate. The language is conversational, inclusive, and honest.
Full job description: a complete, structured recruitment document with sections for Role Summary, Responsibilities, Requirements (split into must-haves and nice-to-haves), Location & Work Model, and How to Apply. Placeholders are used for any information not present in the caliber (e.g. {{Location}}, {{email}}), so you can fill in the specifics before publishing.

Both pieces are written in the same language as the caliber content — the AI detects the language automatically. You can copy either piece directly or edit it before use.

Pools

What a pool is: A candidate pool is a collection of candidates grouped for a specific evaluation context. Every pool is tied to one caliber — the caliber defines what you are looking for; the pool holds the people you are evaluating for it.

Why pools exist: The same candidate can belong to multiple pools (multiple roles, multiple hiring rounds). Their CV score in each pool is calculated against that pool's caliber, so they can have different scores in different pools depending on how well they fit each role.

How to create a pool: In the HR dashboard, open the Pools section and click New Pool. Name it, select the caliber it is associated with, and save. Candidates are added to pools during CV screening or manually.

Pool analysis: Once a pool has screened candidates, you can run a Pool Analysis (costs 1–2 credits). The AI summarizes the pool — overall quality, standout candidates, patterns in the talent you found.

Candidates

What a candidate is: A candidate is a person being evaluated. They have a name, optional email address, optional CV, and scores accumulated from CV screening and exams.

Creating a candidate:

Individually: click New Candidate and enter their name and email.
Via CV upload: upload one or more CV files (PDF, Word, image). The AI extracts the candidate's name, contact details, and experience from the file.

CV parsing: When you upload a CV, the platform extracts structured information: name, email, phone, work history, education, skills. This takes 1 credit. If the file is an image or a scanned PDF, OCR is applied first (3 additional credits) to extract the text before parsing.

CV screening: Screening is optional and independent of pools. Before uploading, switch to Screen mode and select a caliber — no pool required. The platform then evaluates the CV against that caliber across the seven domains, producing a score and a written report (2 additional credits). When you upload from inside a pool, the pool's caliber is pre-selected automatically and the candidate is added to that pool. You can also re-screen any existing candidate against a caliber at any time for 2 credits.

Duplicate handling: If you upload a CV for a person who already exists in the system, you can choose to merge, skip, or create a new entry.

Tests

What tests are: Tests (also called assessments) evaluate a candidate's skills, personality, and behavior. They are delivered to the candidate via a secure link. Results feed into the candidate's Match Score.

Three test types:

Functional / Technical: A skill-based test tailored to the specific role. Questions are generated by the AI from the caliber's requirements and cover the knowledge and applied skills the role demands. Costs 5 credits to generate; 10 credits when a candidate completes it (the report is generated at completion).

Cognitive: A domain-independent reasoning assessment. Tests abstract thinking, logic, and problem-solving ability without requiring any prior knowledge of the role's field. Multiple choice only. Costs 5 credits to generate; 10 credits at completion.

HEXACO Personality: A validated psychometric survey measuring stable personality traits across six dimensions. Scores are compared against population norms from published research. Available in two lengths: 60 questions (standard, ~20 min) or 100 questions (extended, ~30 min). Costs 10 credits to generate; 10 credits at completion.

Behavioral (D/I/S/C): A forced-choice behavioral assessment measuring how a person prefers to operate in workplace situations across four behavioral styles. Costs 5 credits to generate; 10 credits at completion.

Functional / Technical Test — How It Works

What it measures: Applied competence in the specific knowledge and skills the role requires. Questions are generated directly from the caliber's job description, responsibilities, and required knowledge — so every test is unique to the role you defined.

Format: The test is AI-administered in a conversational format. A virtual examiner presents questions one at a time and the candidate types their answers. Questions can be a mix of open-ended (the candidate writes a full explanation or solution) and multiple choice (the candidate selects from options). The ratio depends on the test type configured for the caliber.

Seniority level: When generating the test, you can set the seniority level (e.g., Junior, Mid, Senior). This adjusts the depth and complexity of questions — a senior-level test probes architectural thinking and edge cases; a junior-level test focuses on fundamentals and core knowledge.

The report: After the candidate submits, the platform generates a written report that covers:

A per-question score summary with rationale for each answer
Technical / Functional Knowledge: how well the candidate demonstrated mastery of the role's required skills
Communication: how clearly and precisely the candidate expressed their thinking in open-ended answers
Problem-Solving: the candidate's approach to challenges, trade-offs, and reasoning under ambiguity
Strengths: specific high-performing areas with references to actual answers
Weak Areas: knowledge gaps or underperforming areas, referenced to specific answers
An Executive Summary synthesizing the overall result and a hiring recommendation

Cognitive Test — How It Works

What it measures: Raw reasoning ability — how well a person thinks, not what they know. The cognitive test is fully domain-independent: no industry knowledge, no technical terminology, no role-specific content. It is the same structure regardless of the caliber it is attached to, making it a clean, unbiased measure of cognitive aptitude.

Format: All questions are multiple choice with a single correct answer. The test covers a range of abstract reasoning categories including logical deduction, ordering and comparison, numerical and letter sequences, verbal analogies, spatial reasoning, and pattern transformations. Questions are randomized in order, and all categories are represented.

When to use it: The cognitive test complements the Functional test. Use it when raw reasoning ability matters for the role — analytical positions, fast-learning environments, roles that require solving novel problems where prior experience doesn't fully predict success.

The report: Covers the same structure as the Functional report (Score Summary, Executive Summary, Strengths, Weak Areas) but focuses on reasoning quality rather than domain knowledge. Because all questions are multiple choice, the Communication and Problem-Solving narrative sections are adapted accordingly.

HEXACO Personality Test — How It Works

What HEXACO measures: The HEXACO model describes personality across six stable dimensions — traits that reflect how a person naturally thinks, feels, and relates to others, independent of context or mood. Unlike the DISC test, which captures behavioral style preferences, HEXACO measures who the person fundamentally is.

Factor	Letter	What it captures
Honesty-Humility	H	Sincerity, fairness, modesty, and resistance to self-serving behavior
Emotionality	E	Emotional sensitivity, empathy, need for support, and response to stress
eXtraversion	X	Social confidence, energy, enthusiasm, and positive self-regard in social contexts
Agreeableness	A	Forgiveness, patience, flexibility, and ability to manage conflict
Conscientiousness	C	Organization, diligence, thoroughness, and deliberate decision-making
Openness to Experience	O	Curiosity, creativity, appreciation for ideas, and comfort with unconventional thinking

60-question vs 100-question versions:

60q (~20 min): Standard version. Covers the 6 core HEXACO factors, with 10 questions per factor. Suitable for most hiring contexts.
100q (~30 min): Extended version. Covers the same 6 factors with more questions per factor (higher measurement reliability), and adds a seventh dimension — Altruism — which measures the tendency to be sympathetic, generous, and considerate of others. Choose this version when precision matters most, or when prosocial orientation is particularly relevant to the role (e.g., care roles, community-facing positions).

How scores work: Each factor produces a score on a 1–5 scale. Scores are then interpreted relative to population norms from published psychometric research, so the report can tell you not just what the candidate scored, but how that compares to the general population — whether a score is typical, notably high, or notably low relative to most people.

Each factor section in the report contains two parts: a direct interpretation of the candidate's score in the context of the role, followed by a comparison to the general population showing how far the result sits from the average.

Report highlights: The report's executive summary calls out factors that sit notably outside the population average, helping the hiring team focus on what is most distinctive about this candidate's profile. For the factors most strongly linked to job performance across research literature, the report may include additional guidance for the hiring team when the result warrants closer attention.

Behavioral (D/I/S/C) — How It Works

What DISC measures: D/I/S/C reveals how a person prefers to act in workplace situations — their behavioral style. Unlike HEXACO, which measures stable personality traits, DISC captures behavioral tendencies that reflect how someone typically operates at work: how they approach challenges, communicate, collaborate, and handle pace.

Style	Letter	What it captures
Dominance	D	Assertiveness, directness, challenge-seeking, and results-driven drive
Influence	I	Sociability, enthusiasm, persuasion, and people-oriented communication
Steadiness	S	Patience, reliability, collaboration, consistent pace, and loyalty
Conscientiousness	C	Precision, analytical approach, adherence to quality standards and procedures

How the assessment works: The DISC uses a forced-choice format. The candidate sees 20 blocks of four statements — one statement representing each style. For each block, they select which statement is most like them and which is least like them. There are no neutral options; they must prioritize. This format is designed to reveal natural behavioral preferences rather than a socially desirable self-image, since the candidate cannot simply agree with everything.

How results are interpreted: Each style is classified into one of four roles based on how strongly the candidate selected or avoided it across all 20 blocks:

Classification	What it means
Primary	The candidate's dominant behavioral tendency — how they naturally lead and act
Secondary	A strong supporting style that shapes their approach in most situations
Supporting	Present but not dominant — a style they can access when needed
Suppressed	The style the candidate most moves away from — their least natural mode

DISC results are relative within the candidate — they show how their four styles rank against each other, not against the general population. There is no universally "good" or "bad" profile; each pattern has strengths and contexts where it thrives.

HEXACO vs D/I/S/C — which should you use?

	HEXACO	D/I/S/C
Measures	Stable personality traits	Behavioral style preferences
Compared to	General population norms	The candidate's own other styles
Best for	Predicting long-term fit, integrity, performance	Understanding communication style, team dynamics, day-to-day work approach
Question format	Likert agreement scale	Forced-choice (most / least)
Versions	60q (~20 min) or 100q (~30 min)	Always 20 blocks (~25 min)

For the most complete picture, run both: HEXACO tells you who the person is; DISC tells you how they prefer to work.

How to generate a test:

Open a caliber and go to the Tests tab.
Choose the test type and language, then click Generate.
The AI creates a test tailored to your caliber. This takes a few seconds to a minute.
Save the template. You can re-use the same template for multiple candidates.

How to assign a test to a candidate:

Open the candidate's record.
Click Assign Test and select a template.
Choose the report language (independent of the test language).
Confirm. An exam link is created and 10 credits are reserved from your balance (see Credit Reservation below).
Send the link via Email this assessment or copy it manually.

One test = one language: A test template is always in one language, set at generation. To offer the same assessment in another language, generate a new template in that language.

The exam experience: The candidate receives a link that opens a secure, proctored test environment. No login is required. The proctoring system uses the camera to monitor the session. The candidate cannot pause or resume; the link expires once used or after the session times out.

Reports: When a candidate completes a test, the platform automatically generates a detailed written report covering their results, strengths, development areas, and fit for the role. Reports can be viewed in the dashboard and downloaded as a PDF.

Scores

There are two distinct scores for a candidate. They serve different purposes and are calculated differently — do not confuse them.

CV Score

The CV Score is the output of screening a candidate's CV against a caliber. It is always a number from 0 to 100.

How it is calculated: The AI evaluates the CV across seven domains (Knowledge, Experience, Education, Achievements, Career Trajectory, Character Signals, Risk Signals) and assigns each a score from 0 to 100. The final CV Score is a weighted average of those seven domain scores, using the domain weights you configured on the caliber's Screening Settings tab:


CV Score = sum(domain_score × domain_weight) / sum(all_domain_weights)

When it is calculated: Once, at the moment the CV is screened against the caliber. It is then stored and does not change. Running more tests, generating reports, or modifying the caliber afterwards does not affect a stored CV Score. To update it, you must re-screen the candidate (costs 2 credits).

Where it appears: In pool candidate badges (e.g. "Pool Name · 78%"). A candidate screened against multiple calibers has a separate CV Score for each pool, because the scoring is always relative to that pool's caliber.

Match Score

The Match Score is the overall measure of how well a candidate fits the role end-to-end. It combines every assessment dimension that has a result — CV screening, functional test, cognitive test, personality test, and behavioral test — into a single number from 0 to 100.

How it is calculated: Each completed assessment contributes a score. The Match Score is a weighted average of those scores, using the assessment dimension weights configured on the caliber:


Match Score = sum(score × eval_weight) / sum(eval_weights of completed dimensions only)

The key rule is that only dimensions with a completed result are included. If a candidate has only a CV Score and a Functional test result, the Match Score is the weighted average of those two — the personality and behavioral dimensions are excluded from the denominator until results exist for them.

Up to five dimensions can contribute to the Match Score: CV screening, Functional / Technical, Cognitive, Personality (HEXACO), and Behavioral (D/I/S/C). Each has a configurable weight in the caliber's Match Score Weights settings. A dimension set to a higher weight pulls the overall score more strongly toward that result. No assessment is mandatory — you choose which types to run for each role.

When it is calculated: Live, every time you view the candidate. It is never stored — it is always recomputed from whatever results currently exist. As a candidate completes more assessments, the Match Score shifts to reflect all available data.

Practical implication: Early in the process (only CV screened), Match Score = CV Score. As the candidate completes tests, the score evolves into a richer, more complete picture of fit.

Quick reference

	CV Score	Match Score
What it measures	CV-only — background on paper	CV + all completed tests combined
How often it updates	Once, at screening time	Live, every time you view the candidate
Caliber scope	Always tied to one caliber	Always tied to one caliber
Missing assessments	N/A	Excluded from the average — no penalty

Credits

What credits are: Credits are the platform's unit of consumption. Every AI operation costs a specific number of credits. You spend credits; you never earn them back from normal use (except via the referral program).

Where credits come from:

Subscription plan: a monthly credit allowance that resets each billing cycle. Unused credits from the subscription do not carry over.
Credit packs: one-time purchases that stack on top of your subscription. They expire after 90 days.
Privileged Account (Head Start Super Pack customers): a never-expiring credit pack. These credits do not expire.

Spending order: subscription credits are spent first, then the pack expiring soonest.

Credit costs (approximate — exact values are configurable):

Parse a CV: 1 credit
OCR a scanned CV: 3 additional credits
Screen a CV against a caliber: 2 credits
Generate a Functional/Technical test: 5 credits
Generate a HEXACO Personality test: 10 credits
Generate a Behavioral test: 5 credits
Finish a Functional/Technical test (report): 10 credits
Finish a Personality test (report): 10 credits
Finish a Behavioral test (report): 10 credits
Pool analysis: 1–2 credits
Generate AI CV weights: 1 credit

Credit reservation: When you assign a test to a candidate, 10 credits are immediately reserved (earmarked) from your balance. Reserved credits are subtracted from your available balance — they are held aside to guarantee that candidate can always complete their assessment. Your available balance = physical balance − reserved credits. Other HR operations can only spend available credits, not reserved ones.

When credits run out: If your available balance drops below the platform minimum, your account enters a grace period. You have a configurable number of days (default 30) to buy more credits or subscribe. After the grace period, access to AI features is suspended until you recharge.

Billing

Payments: All payments are processed by Polar (our Merchant of Record, built on Stripe). We never see your payment method. Polar handles invoicing and tax.

Buying credits: Click Buy Credits from the credits menu in the top bar. Choose a credit pack or subscription plan. You will be redirected to a Polar-hosted checkout page. After completing payment, click Sync (or it syncs automatically) to apply the credits to your account.

Subscriptions: Monthly subscriptions renew automatically. You can cancel at any time — access continues until the end of the paid period.

Updating billing details: Go to Account → Billing Information. Update your name, address, country, and tax ID, then save. These details will be pre-filled in your next Polar checkout.

Invoices: Polar sends invoices directly to your billing email after each payment.

Team Management

What it is: Calibers.ai supports multiple users sharing one account and one credit pool. The person who registers an organization is the org admin. They can invite colleagues.

Inviting a team member:

Go to Account → Team.
Enter the colleague's email address and click Invite.
They receive an invitation email with a link. Following the link creates their account without a separate verification step.
New members join as org members (not admins).

Roles:

Org Admin: full access — can manage billing, team members, org language, and all HR features.
Org Member: can use all HR features (create candidates, run tests, screen CVs) but cannot change billing, invite others, or remove members.

Shared credit pool: all members of an org share the same credits. Every AI operation any member runs comes out of the same balance.

Promoting or removing members: Org admins can promote a member to admin, or remove them from the organization, from the Team tab in the Account modal.

Referral Program

How it works: Share your personal referral link (in the Share section of the top bar). When someone registers using your link and makes their first purchase, you receive 50 credits. They receive a 7% discount on that purchase.

Your referral code: a unique short code (e.g. XM83J) embedded in your share URL. It is automatically captured when someone registers from your link.

Support

24/7 AI support: Every account has access to Airelia-1, the Calibers.ai AI support agent, at any time. Airelia-1 is available directly inside the platform — look for the chat widget in the bottom-right corner of the screen. You can ask it anything about how the platform works: features, scores, billing, tests, candidates, credits, or anything else. It responds in the language you write in.

Airelia-1 knows the platform deeply and can usually resolve questions on the spot — no waiting, no ticket, no email chain. It is available 24 hours a day, 7 days a week.

When to open a support ticket: If Airelia-1 cannot resolve your issue — for example, a technical problem, an account-level matter, or something that requires a human to look into — it will offer to open a support ticket on your behalf. The ticket automatically includes the full conversation you had with Airelia-1, so the support team already has the full context when they follow up. You do not need to explain the issue again.

What happens after a ticket is opened:

You receive a confirmation email with a case number for your reference.
The Calibers.ai support team receives the ticket with the full conversation transcript and reviews it.
A team member follows up by email.

Languages: Airelia-1 responds in English, Spanish, Portuguese, Japanese, and Chinese. Write in whichever language you prefer and it will reply in kind.

Common Issues

I didn't receive my verification email: Check your spam or junk folder. Search for emails from hello@airelia.ai. If it's not there after 10 minutes, try registering again with the same email — the platform will resend a fresh link.

A candidate didn't receive their exam link: Check the email address on the candidate's record. If correct, ask them to check spam. The exam link is sent from hello@airelia.ai. You can also copy the link manually from the candidate's record and share it directly.

My credits didn't update after purchase: Click the Sync button in the credits menu. If they still don't update, wait a minute and sync again. If the problem persists, contact support.

I have credits but the system says I don't have enough: You may have reserved credits tied to pending exams. Check your credits breakdown — it shows Balance, Reserved, and Available separately. Only Available credits can be spent on new operations.

An exam link expired: Exam links expire after use or after a set period. Go to the candidate's record, unassign the current session, and assign a new one. This will create a new link.

The report language is wrong: Report language is chosen when you assign the test, not when you generate the template. If you need a report in a different language, unassign and reassign the test, selecting the correct report language.