There have been significant changes in enterprise hiring over the past decade. Today, global organizations face pressure to efficiently filter candidates across multiple geographies while ensuring the process remains equitable and unbiased. Between 2020 and 2023, research by McKinsey, coupled with findings from the WEF, revealed that most global organizations experienced screening issues, resulting in delays. It is reasonable to say that the need for an efficient screening process that can quickly filter candidates has led organizations to adopt screening solutions.
Then came WeCP—We Create Problems, designed to support quality talent assessment at the enterprise level. Formed in 2016 in Bengaluru by founders Abhishek Kaushik and Mohit Goyal, the company initially focused on technical skill assessment but gradually expanded into fully cyclical recruitment solutions. Their big-ticket clients include Deloitte, Adobe, Staples, BOSCH, and Capgemini. They use WeCP’s recruitment solutions platform for campus recruitment drives, regardless of how widespread they are across the geographic landscape.
WeCP Talent Assessment Platform is the nerve center of enterprise recruitment. It enables organizations to develop and administer tailored assessments across technical, communication, behavioral, and cognitive skills. It has an immense pool of more than 500,000 questions and over 2,000 templates ready for use. This enables enterprise recruitment teams to efficiently manage recruitment for thousands of candidates simultaneously.
WeCP is also effective for large corporations in the hiring process. Large corporations run campus or seasonal recruitment programs that require screening hundreds or thousands of applicants simultaneously. Case studies show that using this platform can shorten the hiring process, primarily due to automated test delivery, evaluation, and result reporting.
It also enables internal mobility schemes, whereby existing staff members are considered for other positions or promotions. Through this standardized tool, skills and abilities can be easily tracked across the board. Such a tool is particularly useful in the technology sector, where skills and abilities evolve rapidly and people are frequently transferred between industries or firms. The tool provides analytical, structured performance data that helps talent managers decide whether to promote an individual or assign them to training.
Global distributed recruitment is another area where WeCP is used. Companies with operations in multiple countries may face challenges in ensuring that the criteria used to assess candidates’ abilities remain consistent. The system’s automated question generation, instant scoring, and proctoring capabilities help ensure this uniformity. The system can integrate with other ATS such as Greenhouse, Workday, Zoho Recruit, Workable, TurboHire, and iCIMS.
Security and test integrity remain central to enterprise adoption, particularly in remote hiring contexts. WeCP’s platform includes proctoring systems that monitor assessment activity to detect irregularities or potential cheating. As remote interviews and AI-assisted tools became more prevalent, founders Kaushik and Goyal introduced Sherlock AI in mid-2025. Sherlock AI operates independently of the platform and focuses exclusively on interview security, analyzing video, voice, and behavioral patterns to detect deepfakes, proxy participation, and AI-assisted manipulation. Organizations implement it selectively when additional verification is needed for high-stakes interviews.
The platform’s data-driven approach also supports measurable improvements in hiring efficiency and skill alignment. Publicly available client reports indicate that enterprises using WeCP have experienced reduced interviewer workload, fewer interview rounds, and more precise alignment between candidate skills and job requirements. For multinational employers, these efficiencies translate into operational cost savings, improved candidate experience, and more predictable outcomes across large-scale recruitment programs.
WeCP’s tools not only analyze and assess but also guide strategic workforce planning. By tracking how candidates perform over time, enterprises can spot skill gaps and forecast hiring needs. This becomes even more important for technology, consulting, and manufacturing firms that face rapidly evolving skill requirements and a continuous need to measure workforce readiness. Names such as Microsoft, Deloitte, and Bosch have reportedly used the platform to steer internal reskilling and align hiring to broader company goals.
Over time, WeCP expanded from skills to both technical and non-technical areas, adding English Pro for communications evaluation and Culture Pro for behavioral assessment. For enterprise clients, this all-in-one approach provides a more comprehensive view of each candidate. Case studies from 2022 through 2024 demonstrate that combining technical, communication, and behavioral assessments leads to more consistent hiring decisions, especially for distributed teams or niche technical roles.
Beyond regular operations, the platform supports compliance and governance needs for large organizations. Assessment data is kept secure, with audit-friendly logs that foster transparency in decision-making. Privacy measures are built into regional and international rules, which matters for companies operating in multiple jurisdictions. This framework represents the industry’s best practices for large-scale recruitment. It provides one more layer of oversight for HR teams.
Today, WeCP continues to support enterprise recruitment by providing AI-driven assessment, structured interview support, analytics, and proctoring capabilities. Founded by Abhishek Kaushik and Mohit Goyal, the platform has evolved from a technical assessment tool into a system that addresses global hiring needs, internal mobility, and skill mapping. Its adoption by leading multinational corporations underscores the importance of integrated solutions in managing high-volume recruitment, ensuring consistency, and enabling data-driven decision-making in modern enterprise HR operations.
Disclaimer: This article is intended for informational purposes only. Company names referenced are based on publicly available case studies, candidate reports, and industry discussions. The scope, duration, or current status of platform usage may vary. Mention of any organization does not imply endorsement, formal partnership, or ongoing commercial engagement unless explicitly stated by the respective parties.
