Humans own the decision
CodeArena creates structured evidence, scorecards, and reviewer prompts. Employers keep responsibility for advancing, rejecting, and communicating with candidates.
Trust and procurement
Hiring evidence your team can defend.
CodeArena is built for technical screens where recruiters, hiring managers, and candidates need clarity. This page summarizes how the product handles evidence, candidate respect, AI scoring boundaries, and buyer review.
Operating principles
Designed for accountable review, not black-box hiring.
Evidence is inspectable
Hiring teams review executable results, replay context, AI Critique signal, integrity events, and notes instead of relying on one unexplained score.
Integrity signals are context
Session events help reviewers investigate unusual activity. They should not be treated as automatic cheating verdicts or standalone rejection reasons.
Candidate-safe shareback
Teams can share useful results with candidates while keeping private rubric details, reviewer notes, and decision history inside the company workspace.
Security and privacy
Controls buyers can review before rollout.
The right checklist depends on the buyer. Smaller teams can validate the workflow with a focused pilot; larger teams should align security, retention, ATS, and procurement before broad candidate volume.
Encrypted browser connections for production traffic
Role-based company workspace access
Company-scoped assessment, report, and candidate records
Stripe-hosted checkout for payment collection
Candidate-safe result sharing after reviewer approval
Audit-friendly evidence packets for internal review
Enterprise review
Bring procurement questions in before scale.
When a buyer needs formal review, CodeArena should be evaluated as part of the hiring workflow: who accesses candidate data, what evidence is retained, how results are shared, and how downstream systems receive decisions.
Start enterprise reviewReview checklist
- SSO or SAML requirements
- ATS workflow and integration timing
- Data retention and deletion expectations
- Security questionnaire and vendor review
- Custom volume, support, and implementation needs
- Candidate communication and feedback policy
Buyer questions
Straight answers before your first candidate invite.
Does CodeArena make automatic hiring decisions?
No. CodeArena supports the review process with evidence and scoring context. The employer remains responsible for final hiring decisions.
Does CodeArena use face, voice, emotion, or personality scoring?
No. The hiring product is centered on work evidence: code, tests, AI Critique behavior, replay context, and reviewer decisions.
How should integrity events be used?
Use them as review prompts. An event can justify a closer look, but final action should come from human review and company policy.
What should teams verify before inviting candidates at scale?
Confirm the first role, candidate volume, feedback policy, retention expectations, reviewer workflow, and any SSO, ATS, or procurement requirements.
Important note
Trust page, not a certification claim.
This page describes product posture and review principles. It is not legal advice, a compliance certification, or a substitute for your company's vendor review process.