Enhancing Recruitment and Assessment Platform
Budget / SalaryHourly project
TypeFreelance project
LocationRemote
Posted3 hours ago
Senior Full-Stack Developer – Recruitment & Assessment Platform
We are looking for an experienced Senior Full-Stack Developer or Development Team to continue developing and improving an existing recruitment and candidate assessment platform.
The platform already exists, so this is not a completely new build. You will first review the existing website, codebase, backend, database, architecture and current functionality, identify weaknesses, and then fix, improve and complete the platform.
Experience with SaaS, recruitment platforms, online testing, assessment systems or proctoring is highly preferred.
1. Security – Highest Priority
The current platform requires a major security review.
You will need to:
* Perform a full security audit.
* Secure frontend, backend, APIs and database.
* Implement proper authentication and role-based access.
* Protect candidate and employer data.
* Prevent unauthorized access to tests, answers and results.
* Prevent manipulation of scores/results.
* Secure assessment questions and APIs.
* Identify vulnerabilities and attack vectors.
* Implement appropriate logging and monitoring.
* Make the platform secure, stable and production-ready.
Security must be part of the architecture, not an afterthought.
2. Training vs Real Employer Assessments
There must be two clearly separated assessment modes.
Training / Simulation
Private candidates and job seekers should be able to take simulated assessments for practice.
They should be able to train, receive results/feedback, track progress, identify weak areas and practice different job categories.
These tests are for training and are not official employer assessments.
Real Employer Assessment
When a candidate applies for a job and is invited by an employer, they should take the actual assessment configured for that specific job.
The distinction between training and real assessments must exist at both frontend and backend level.
3. Camera & Proctoring
For real employer assessments, the candidate must have their camera active.
Before starting, the candidate must upload a profile photo. This photo will be used as a reference for verifying who is taking the assessment.
The camera feed should be monitored during the assessment, but video should NOT be continuously recorded or stored by default.
Only relevant evidence should be captured when suspicious activity is detected.
Examples:
* Another person appears.
* Multiple people appear.
* Candidate leaves the camera view.
* Camera is covered or disabled.
* Camera view becomes significantly restricted.
* Other clearly defined suspicious activity.
When suspicious activity occurs, the system should:
1. Detect the event.
2. Capture relevant evidence.
3. Record the event type and timestamp.
4. Link it to the candidate and assessment.
5. Make the evidence available to the employer.
If the camera becomes unavailable or sufficiently restricted, the candidate should be unable to continue until the required camera conditions are restored.
The system must minimize false positives. Normal movement, lighting changes and temporary harmless issues should not automatically trigger a violation.
Privacy and applicable data-protection requirements must also be considered.
4. Logic Assessment
Create a standardized interactive logic test with a pseudo-gaming/puzzle experience.
The difficulty should progressively increase, for example:
3×3 → 4×4 → 5×5 → 6×6
Candidates should identify patterns and fill in missing numbers/elements.
The goal is to measure logical reasoning while making the test interactive and engaging.
5. Job-Specific Assessments
Assessments must be relevant to the actual job.
Examples:
Finance: financial analysis, alpha/beta, ratios, investment analysis, risk and client scenarios.
Accounting: bookkeeping, reconciliation, financial statements, journal entries, accounting cases and identifying errors.
Software Development/IT: practical development and problem-solving scenarios such as:
* Handling very high platform traffic while maintaining stability and performance.
* Diagnosing and fixing backend/security problems while minimizing downtime.
* Designing APIs and backend systems.
* Programming/coding challenges.
* Solving real-world technical problems.
The same concept must work for Finance, Accounting, IT, Software Development, Sales, Marketing, Engineering, HR, Customer Service, Logistics, Project Management and other sectors.
The architecture must allow us to add new sectors and assessment types without rebuilding the platform.
6. Employer-Created Questions & Cases
Employers must be able to create their own questions and practical cases.
Example:
“Our company is experiencing this problem. You are responsible for solving it. Explain how you would approach the situation.”
Employers should be able to configure questions, question types, correct answers, scoring, expected criteria, time limits and job association.
Support both:
Objective questions → automatically scored.
Subjective questions → candidate provides a written answer for employer review.
7. Behavioural / Personal Questions
Include questions without a single correct answer, such as:
* How do you handle stress?
* How do you handle difficult clients?
* How do you prioritize urgent tasks?
* How do you respond to mistakes?
* How do you handle disagreements?
* How do you work under pressure?
These should help employers evaluate work style, communication, problem-solving, professionalism, decision-making and ability to handle pressure.
They should not be treated like objective technical questions.
8. Employer Dashboard
The employer/client dashboard must be complete, professional and easy to use.
Employers should be able to:
* Manage company profile.
* Create/manage job postings.
* Create assessments.
* Select assessment modules.
* Add custom questions.
* Invite candidates.
* Manage candidates.
* View scores/results.
* Review written answers.
* Review suspicious-activity events.
* Access captured evidence.
* Compare candidates.
* Manage assessment status.
9. Candidate Dashboard
Candidates should be able to:
* Create/manage their profile.
* Upload profile photo.
* Search and apply for jobs.
* Take training assessments.
* Take employer assessments.
* View results.
* Track progress.
* Identify weak areas.
* Review previous assessments.
The desired journey is:
Registration → Profile → Training → Job Application → Assessment → Results
10. Scalable Assessment Engine
The assessment system must be modular and scalable rather than hard-coded.
It should support:
* Logic tests
* Job-specific/technical tests
* Employer custom questions
* Behavioural questions
* Multiple choice
* Written answers
* Coding questions
* Case studies
* Future assessment types
Employers should be able to select which modules are required for each job.
Technical Requirements
Strong experience in:
* Full-stack development
* Backend/API development
* Database architecture
* Authentication/authorization
* Cybersecurity
* Real-time systems
* Camera/video integration
* Identity verification
* Assessment/testing platforms
* Scalable SaaS architecture
* Cloud deployment
* Automated testing
* Performance optimization
* AI/ML integration where appropriate
Deliverables
1. Security audit and fixes.
2. Secure authentication/authorization.
3. Training/simulation assessments.
4. Real employer assessments.
5. Camera/proctoring system.
6. Suspicious-activity detection and evidence capture.
7. Logic assessment.
8. Job-specific assessment engine.
9. Employer-created questions/cases.
10. Behavioural assessment module.
11. Employer dashboard.
12. Candidate dashboard.
13. Scalable assessment architecture.
14. Testing, bug fixing and optimization.
15. Production deployment.
16. Technical documentation.
Proposal Requirements
Please include:
* Examples of similar platforms you have built.
* Experience with assessment/recruitment systems.
* Experience with camera/proctoring.
* Cybersecurity experience.
* Preferred technology stack.
* How you would approach the existing codebase.
* Estimated timeline.
* Estimated budget/hourly rate.
* Whether you are an individual developer or a team.
Please do not send a generic proposal. Explain specifically how you would approach the existing platform, security, assessment engine, proctoring, employer dashboard and candidate experience.
Priority
Security → Existing Platform Audit → Assessment Architecture → Proctoring → Job-Specific Tests → Employer Dashboard → Candidate Experience → Testing → Production
The goal is to create a secure, reliable, scalable and professional recruitment assessment platform ready for real companies and candidates.
We are looking for an experienced Senior Full-Stack Developer or Development Team to continue developing and improving an existing recruitment and candidate assessment platform.
The platform already exists, so this is not a completely new build. You will first review the existing website, codebase, backend, database, architecture and current functionality, identify weaknesses, and then fix, improve and complete the platform.
Experience with SaaS, recruitment platforms, online testing, assessment systems or proctoring is highly preferred.
1. Security – Highest Priority
The current platform requires a major security review.
You will need to:
* Perform a full security audit.
* Secure frontend, backend, APIs and database.
* Implement proper authentication and role-based access.
* Protect candidate and employer data.
* Prevent unauthorized access to tests, answers and results.
* Prevent manipulation of scores/results.
* Secure assessment questions and APIs.
* Identify vulnerabilities and attack vectors.
* Implement appropriate logging and monitoring.
* Make the platform secure, stable and production-ready.
Security must be part of the architecture, not an afterthought.
2. Training vs Real Employer Assessments
There must be two clearly separated assessment modes.
Training / Simulation
Private candidates and job seekers should be able to take simulated assessments for practice.
They should be able to train, receive results/feedback, track progress, identify weak areas and practice different job categories.
These tests are for training and are not official employer assessments.
Real Employer Assessment
When a candidate applies for a job and is invited by an employer, they should take the actual assessment configured for that specific job.
The distinction between training and real assessments must exist at both frontend and backend level.
3. Camera & Proctoring
For real employer assessments, the candidate must have their camera active.
Before starting, the candidate must upload a profile photo. This photo will be used as a reference for verifying who is taking the assessment.
The camera feed should be monitored during the assessment, but video should NOT be continuously recorded or stored by default.
Only relevant evidence should be captured when suspicious activity is detected.
Examples:
* Another person appears.
* Multiple people appear.
* Candidate leaves the camera view.
* Camera is covered or disabled.
* Camera view becomes significantly restricted.
* Other clearly defined suspicious activity.
When suspicious activity occurs, the system should:
1. Detect the event.
2. Capture relevant evidence.
3. Record the event type and timestamp.
4. Link it to the candidate and assessment.
5. Make the evidence available to the employer.
If the camera becomes unavailable or sufficiently restricted, the candidate should be unable to continue until the required camera conditions are restored.
The system must minimize false positives. Normal movement, lighting changes and temporary harmless issues should not automatically trigger a violation.
Privacy and applicable data-protection requirements must also be considered.
4. Logic Assessment
Create a standardized interactive logic test with a pseudo-gaming/puzzle experience.
The difficulty should progressively increase, for example:
3×3 → 4×4 → 5×5 → 6×6
Candidates should identify patterns and fill in missing numbers/elements.
The goal is to measure logical reasoning while making the test interactive and engaging.
5. Job-Specific Assessments
Assessments must be relevant to the actual job.
Examples:
Finance: financial analysis, alpha/beta, ratios, investment analysis, risk and client scenarios.
Accounting: bookkeeping, reconciliation, financial statements, journal entries, accounting cases and identifying errors.
Software Development/IT: practical development and problem-solving scenarios such as:
* Handling very high platform traffic while maintaining stability and performance.
* Diagnosing and fixing backend/security problems while minimizing downtime.
* Designing APIs and backend systems.
* Programming/coding challenges.
* Solving real-world technical problems.
The same concept must work for Finance, Accounting, IT, Software Development, Sales, Marketing, Engineering, HR, Customer Service, Logistics, Project Management and other sectors.
The architecture must allow us to add new sectors and assessment types without rebuilding the platform.
6. Employer-Created Questions & Cases
Employers must be able to create their own questions and practical cases.
Example:
“Our company is experiencing this problem. You are responsible for solving it. Explain how you would approach the situation.”
Employers should be able to configure questions, question types, correct answers, scoring, expected criteria, time limits and job association.
Support both:
Objective questions → automatically scored.
Subjective questions → candidate provides a written answer for employer review.
7. Behavioural / Personal Questions
Include questions without a single correct answer, such as:
* How do you handle stress?
* How do you handle difficult clients?
* How do you prioritize urgent tasks?
* How do you respond to mistakes?
* How do you handle disagreements?
* How do you work under pressure?
These should help employers evaluate work style, communication, problem-solving, professionalism, decision-making and ability to handle pressure.
They should not be treated like objective technical questions.
8. Employer Dashboard
The employer/client dashboard must be complete, professional and easy to use.
Employers should be able to:
* Manage company profile.
* Create/manage job postings.
* Create assessments.
* Select assessment modules.
* Add custom questions.
* Invite candidates.
* Manage candidates.
* View scores/results.
* Review written answers.
* Review suspicious-activity events.
* Access captured evidence.
* Compare candidates.
* Manage assessment status.
9. Candidate Dashboard
Candidates should be able to:
* Create/manage their profile.
* Upload profile photo.
* Search and apply for jobs.
* Take training assessments.
* Take employer assessments.
* View results.
* Track progress.
* Identify weak areas.
* Review previous assessments.
The desired journey is:
Registration → Profile → Training → Job Application → Assessment → Results
10. Scalable Assessment Engine
The assessment system must be modular and scalable rather than hard-coded.
It should support:
* Logic tests
* Job-specific/technical tests
* Employer custom questions
* Behavioural questions
* Multiple choice
* Written answers
* Coding questions
* Case studies
* Future assessment types
Employers should be able to select which modules are required for each job.
Technical Requirements
Strong experience in:
* Full-stack development
* Backend/API development
* Database architecture
* Authentication/authorization
* Cybersecurity
* Real-time systems
* Camera/video integration
* Identity verification
* Assessment/testing platforms
* Scalable SaaS architecture
* Cloud deployment
* Automated testing
* Performance optimization
* AI/ML integration where appropriate
Deliverables
1. Security audit and fixes.
2. Secure authentication/authorization.
3. Training/simulation assessments.
4. Real employer assessments.
5. Camera/proctoring system.
6. Suspicious-activity detection and evidence capture.
7. Logic assessment.
8. Job-specific assessment engine.
9. Employer-created questions/cases.
10. Behavioural assessment module.
11. Employer dashboard.
12. Candidate dashboard.
13. Scalable assessment architecture.
14. Testing, bug fixing and optimization.
15. Production deployment.
16. Technical documentation.
Proposal Requirements
Please include:
* Examples of similar platforms you have built.
* Experience with assessment/recruitment systems.
* Experience with camera/proctoring.
* Cybersecurity experience.
* Preferred technology stack.
* How you would approach the existing codebase.
* Estimated timeline.
* Estimated budget/hourly rate.
* Whether you are an individual developer or a team.
Please do not send a generic proposal. Explain specifically how you would approach the existing platform, security, assessment engine, proctoring, employer dashboard and candidate experience.
Priority
Security → Existing Platform Audit → Assessment Architecture → Proctoring → Job-Specific Tests → Employer Dashboard → Candidate Experience → Testing → Production
The goal is to create a secure, reliable, scalable and professional recruitment assessment platform ready for real companies and candidates.
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