For HR coaches
Assessment Software for HR Coaches
Assessment software for HR coaches builds structured questionnaires for people-related work - hiring, performance, employee relations - sends them to clients, and turns the answers into a written report. Scorvia does all three. You choose an HR specialization, the AI drafts the questions in that vocabulary, and a full report is written for you to review before your client ever sees it.
- Five HR specializations, configured
- You approve every report
- Invited clients, private logins
- Hosted, white-label or source code
Ships configured for
- 01
Recruitment
- 02
Employee Relations
- 03
Performance Management
- 04
HR Strategy
- 05
Compensation & Benefits
- Recruitment
- Employee relations
- Performance management
- HR strategy
- Compensation & benefits
- AI-drafted questions
- Your review queue
- Coach note
- Client groups
- Private client logins
- White label
If you are HR, you already run assessments. They are probably a document you wrote once and have been editing ever since, sent as a Word file or a Google Form, and scored in your head on the call afterwards. It works. It just does not scale past six clients, and the report you write on a Sunday evening is the reason.
Scorvia is built for that specific bottleneck. It is an AI assessment platform for coaches and trainers, and HR is one of the industries it ships with configured out of the box.
At a glance
Scorvia for HR coaches, at a glance
| Item | Detail |
|---|---|
| What it is | An AI assessment platform for coaches and trainers, built by Fly IT Solution |
| Who it is for | Independent HR coaches, people consultants, L&D leads, and HR practitioners who coach managers |
| HR specializations included | Recruitment, Employee Relations, Performance Management, HR Strategy, Compensation & Benefits |
| Question types | Multiple choice (single and multi-select), true/false, open text |
| Who writes the questions | AI drafts them from the category you create; you edit, replace or write your own |
| Who writes the report | AI drafts it; you rework any section and approve it before it sends |
| Client access | Private login by invitation. No public or anonymous links. |
| Cohorts | Client Groups - one assessment to a whole group, individually drafted reports back |
| Not included | 360-degree feedback, validated psychometric norms, ATS and HRIS integrations on the hosted product |
| Deployment | Hosted, white-label, or source code |
The brief
What does an HR coach actually need assessment software to do?
Three jobs, and most tools only do the first.
- 01
It has to get an honest baseline out of someone who has professional reasons to answer carefully.
- 02
It has to show movement between the first assessment and the third.
- 03
It has to produce something the person paying - often not the person answering - can read without you in the room.
That third one is where HR coaching differs from most coaching. A wellness client reads their own report and that is the end of it. An HR client's report is forwarded. It goes to a People Director, a founder, sometimes a board pack. So, the output cannot be a score and three bullet points. It has to be read like something a consultant wrote.
It also must be fast enough that you can run the same diagnostic across fifteen managers without losing a week to writing.
The build
How do you build an HR assessment in Scorvia?
You create a category first, then the assessment sits inside it. The order matters, because the category is what tells the AI who it is writing for.
- 01
Create the category
Set the Human Resources industry and the specialization inside it. If your work does not match anything on the list, you define your own field and your own specializations; the shipped list is a head start, not a menu you are stuck with.
- 02
Let the AI draft the question set
It is written in the vocabulary of that specialization. A Performance Management set asks about calibration, review cadence and how underperformance conversations go; it does not ask generic “rate your leadership 1–10” questions, because it knows what it is assessing.
- 03
Make it yours
Keep the questions that fit, rewrite the ones that nearly fit, delete the rest. Add your own multiple-choice, true/false or open-text questions anywhere in the set. Plenty of coaches use the AI draft as scaffolding and end up with half the set hand-written - that is a normal way to use it, not a failure of the tool.
- 04
Set the marks
Multiple-choice questions can be multi-selected, and the marks for each selected option are summed - which is how you weight a question where two of five answers are both partly right, a common situation in employee relations.
- 05
Invite the client
They get their own login, answer one question at a time, and their progress saves so they can stop and come back. Nothing is public and nothing is anonymous.
The whole path from “I need a diagnostic for a new performance-management engagement” to “the client has it” is a category, a draft, an edit pass and an invite.
Coverage
Which HR specializations does Scorvia cover?
Five ships configured. Here is what an assessment in each one tends to be about - useful if you are trying to work out whether your particular engagement fits.
| Specialization | What an assessment in this area typically covers |
|---|---|
| Recruitment | Interview structure, screening consistency, scorecard discipline, candidate experience, and where time-to-hire is actually being lost |
| Employee Relations | Grievance handling, escalation thresholds, policy clarity, and how confident line managers really are in difficult conversations |
| Performance Management | Goal setting, review quality, feedback frequency, calibration across managers, and how underperformance gets handled in practice |
| HR Strategy | Workforce planning, org design, succession depth, HR's influence on decisions, and the maturity of the metrics being reported |
| Compensation & Benefits | Banding and benchmarking, pay transparency, perceived fairness, and whether the benefits on offer match what people would choose |
These are the specializations that live in the product. If you work somewhere adjacent - DEI, employee engagement, HR tech implementation, TUPE and change - you add it as your own specialization and the AI drafts against that instead.
The report
What does the report look like when a client finishes?
It is already written when you open it. That is the part worth understanding, because it changes what you do on a Sunday evening.
When a client submits it, Scorvia drafts the report and puts it in your review queue - not in their inbox. The draft has five sections: an executive summary, key findings, strength areas, improvement areas, and recommendations. Scores and charts sit alongside it.
From there it is yours. Rework a single section without disturbing the other four. Roll back to an earlier version if the rewrite was worse. Add a coach note above the AI's work, which is where most of your actual value ends up sitting. Then preview the client-facing version - the same report rewritten in the second person, addressed to them rather than about them - and approve it.
Nothing reaches the client until you approve it. The AI writes the draft; you remain the author of what gets sent.
What is in the draft
- 01
Executive summary
- 02
Key findings
- 03
Strength areas
- 04
Improvement areas
- 05
Recommendations
Scale
Can you run one assessment across a whole team?
Yes, through Client Groups. You assign one assessment to a group in a single action, everyone answers individually, and you get an individually drafted report per person rather than one merged summary.
For an HR coach this is usually the difference between a viable corporate engagement and an unviable one. Fifteen managers on the same performance-management diagnostic is fifteen reports, and writing fifteen reports by hand is a week you cannot bill. Reviewing fifteen drafts is an afternoon.
If you run a practice with associates, company accounts let you add assistant coaches who work under the same account. Package management stays with the account owner.
Straight answers
What Scorvia does not do for HR coaches
Worth knowing before a demo rather than after.
No 360-degree or multi-rater feedback.
Each assessment is answered by one client. You cannot collect ratings from a manager, four peers and three direct reports and have Scorvia aggregate them. HR buyers ask about this more than any other group, so: if 360 is the core of your offer, you need a dedicated multi-rater tool for that part of the work.
No validated psychometric norms.
Scorvia builds your assessments, not standardised ones. There is no norm group and no percentile against a wider population. If your engagements depend on a normed instrument, keep licensing it - Scorvia is for the diagnostics you wrote yourself.
No public or anonymous links.
Clients are invited and answer under a login. That is right for a paid HR engagement and wrong for an anonymous staff engagement survey, which is a different product category.
No ATS or HRIS integration on the hosted product.
Integrations are handled in white-label deployments. On the hosted plan, assessments and reports live in Scorvia and reports export as PDF.
None of that is a roadmap promise. It is what is true today, so you can decide with the real shape of the thing in front of you.
The comparison
How does this compare to how most HR coaches work now?
| What changes | Docs and Google Forms | A generic survey tool | Scorvia |
|---|---|---|---|
| Who writes the questions | You, from scratch | You, from scratch | AI drafts, you edit or you write them yourself |
| HR-specific vocabulary | Whatever you bring | None | Built into the specialization |
| Who writes the report | You, every time | You, from an export | AI drafts, you rework and approve |
| Client experience | A file in an email | A form link | Own login, saved progress, report history |
| Running a cohort | Copy, paste, rename | Possible, no per-person reports | Client Groups, individual reports |
| Your time per client | Hours | Hours | Review time |
The honest summary of that table: the questions are the part you could always do yourself. The reports are the part that stops you taking the eleventh client.
Deployment
Running it under your own brand
Scorvia is sold hosted, white-label, and with source code available. HR consultancies tend to take one of the latter two, because the assessment is part of a client-facing product rather than a personal practice, and because that is where integration with existing HR systems is handled. It is built by Fly IT Solution.
- Hosted
- White-label
- Source code
Questions
Common questions
Last updated .
Your questions, your specialization
Ready to see it with your own questions in it?
The fastest way to judge this is to build one assessment in your own specialization and read what the AI drafts. If the questions sound like your work, the rest follows.
Start with the full feature walkthrough, or go straight to pricing.