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Choose Medium for candidates with 0-2 years of experience, Hard for 3-4 years, and Expert for 5 or more years. Equip then draws questions of the matching point value for each candidate.

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Difficulty Levels

Every question in Equip’s content library is tagged with a difficulty level. When you create an assessment, you choose the difficulty of the questions that go into it. The available levels depend on the test type: When picking a difficulty level, weigh two things:
  • The role’s seniority: how many years of experience you expect the hire to have.
  • How selective you want to be: whether you are looking for the top 1% of practitioners or are happy with the top 20%.

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Matching Difficulty to Experience

For Equip’s quiz content, each difficulty level maps to a years of experience range and a question point value. The builder shows the experience range next to each level, for example “(0-2 yrs exp)”. Equip picks questions of the matching point value at random for every candidate. If you add 2 Medium questions for a skill, each candidate gets 2 randomly chosen 1-point or 2-point questions. Add 1 Hard question, and a 3-point or 4-point question is selected.
Because questions are drawn from a large pool, different candidates see different questions, in a different order, with shuffled answer options. See Same or Random Questions for details.
1

Start with the role

In the assessment builder, enter the Role you are hiring for and select the Years of Experience. Equip suggests tests and skills at the appropriate difficulty.
2

Review the difficulty per skill

Check the difficulty level chosen for each skill in your quiz. Adjust it up or down based on how selective you want the assessment to be.
3

Sample the content

Visit Equip’s Skills Page to see sample questions for a skill. This shows you what a Medium, Hard, or Expert question looks like in practice.
Hiring a senior engineer but want a wider funnel? Pick a level below the candidate’s experience range. A 5-year engineer scoring well on Hard questions is still a strong signal, and fewer qualified candidates get filtered out.
Setting the difficulty too high for the experience range you are hiring for can reject good candidates. A junior developer facing Expert questions will score poorly even if they are perfectly capable for the role.