What's new at Coodesh: Q3 2026 (July to September)

Recruiters work where they already are, without switching tools to answer a question or set up a process.

Questions like "who passed the cutoff score on this assessment?" get answered in seconds, with no spreadsheet export.

Control for your IT team: each person sees and revokes their own connections, admins can cut any connection that reaches the company, authorization expires after 90 days, and offboarded users lose access immediately. Every action taken by the assistant is logged under the name of the person who connected it.

You assess developers the way they actually work today, with AI assistants, instead of a test that pretends those tools don't exist.

Reviewers get the final code, the commit history and, when allowed, the conversation with the AI agent. You see the reasoning, not just the result.

Project and IDE questions accept the template as a .zip file, so you don't have to publish the test on GitHub.

Guided review: the session recording player now has chapters per question and findings marked on the timeline. The integrity card counts each event type and takes you straight to it, and coding and SQL answers show how the code was written.

More accurate signals: new signals include the test window losing focus and a large block of text inserted without pasting. Faces in the background, such as a coworker, a picture, or the TV, no longer count as a second person.

Configurable rules: each assessment sets the weight of each signal, starting from ready-made profiles or your own thresholds. Before saving, a simulation shows how many attempts would change level. Recalculation only changes the integrity level, never the score.

Optional blocks when the candidate leaves full screen, when the webcam fails, or when a second monitor is detected.

Reviewing a suspicious case takes minutes, not hours of watching recordings.

Fewer good candidates penalized by false alarms.

The right level of rigor for each process: an internship program and a critical senior role don't need the same rules. The platform flags the signals, and the decision about what they mean stays with your team.

Truly inclusive hiring processes that support affirmative roles and disability inclusion programs.

Candidates with disabilities take the same assessment as everyone else, without your team having to adapt it manually.

An ambiguous question no longer becomes a reputation problem: you fix it transparently and know in advance which scores will change.

A candidate's unexpected issue is solved without retaking the whole test, with everything recorded in the report.

Positions and tracks can be moved between tracks and between careers without losing requirements, maps, or people, and a simulation shows what changes before you confirm.

Careers now have version history, salary ranges per country, and spreadsheet import of people.

In skills maps, bulk invitations accept up to 1,000 rows, endorsements work alongside self-assessments, and the skills matrix can be exported per map or consolidated.

Restructuring a department doesn't mean rebuilding the career: it follows your actual org chart.

Multi-country operations work with local salary ranges.

Skills data comes out ready for workforce planning.

Interviews in the candidate's language across multi-country hiring.

Transparency with candidates, at the level your company defines.

A dropped connection doesn't become a lost interview. And the final decision stays with the recruiter.

Activity log: an audit trail with 129 tracked actions, including assessments, invitations, results, users, plan, credits, SSO, and integration keys. It has filters, time windows, and CSV export.

An account organized your company's way: custom profile fields, your own level scales, members limited to the jobs they work on, and access requests from people with an email from a verified domain, approved by an admin. The "Access profile" option shows the platform as a regular user sees it.

Verified CNPJ (companies in Brazil): verification with the Brazilian tax authority runs automatically, and approved companies get a "Verified" badge.

Audit-ready for compliance and data protection: you know who did what, and when.

Adoption within your company's security policies, with no exceptions for IT.

Large operations scale without the admin becoming a bottleneck.

From assessment to job: a published assessment becomes a job posting in three steps, with data prefilled and AI-suggested copy, and applicants land straight in the assessment. For jobs with external applications, a new tab shows clicks and interest.

Pause and scheduling: your company sets how much pause time the assessment allows, and candidates can schedule a date and time, with a Google or Outlook invite and an email reminder.

Recordings that don't get lost: live microphone levels, chunked uploads that resume without re-recording, presentations up to 50 MB, and a framing check before the test.

Results: option to hide per-question scores and to schedule result release for a few days later or a fixed date.

Export center: choose the columns, preview, and get larger files by email.

The assessment list shows a funnel by status, and search finds names with or without accents.

Background Check: each check shows the product purchased and delivers the right report.

Email templates with error-proof variables and a send history.

User records with more than one manager, department, and academic background.

Datalake version 2, faster and with skills map and integrity event data for your BI.

Much faster screens: in the assessment editor, switching tabs dropped from 2.4 s to 130 ms, and the dashboard is 2 to 3 times more responsive.

Section scores now count unanswered questions as zero. An abandoned test with 12 correct answers out of 60 no longer shows up as 75%. The exception is an adaptive test ended by the engine itself.

Assessment exports now go into the report center queue, and the "report ready" email links to the file.

New assessments are created with accessibility on and 25% extra time. If you prefer a different value, adjust it in the settings.

In skills maps, the N/A option was removed and the "Intermediate" level is now called "Practitioner".

Datalake version 1 will be shut down on 02/28/2027. Migrate to version 2 and store records by id (upsert). See the guide.

MCP connector: connections older than 90 days must be redone, and the get_answer tool is now called get_assessment_answer.

Assessment export via API now returns a ZIP file instead of a JSON list.

Permissions: listing jobs and recalculating integrity on delivered results now require dedicated permissions.

Privacy: user profile data is only shown to people linked to the company, the talent feed no longer includes contact details or resumes, and resume links expire after 15 minutes.

Spreadsheets built on exports: the skills matrix now has one row per skill, and the Completeness Index moved from a 0 to 1 scale to 0 to 100.