Q. Does HireUp™ come in any language other than English?
A. Not at this time.

Q. What forms of payment do you accept?
A. PayPal, and Business Checks.

Q. Is there a per-use fee with HireUp™?
A. No, use it as many times as you like, for as long as you want.

Q. What is included in the Hire Up™ Personnel Assessment Tool?
A. Hire Up™ Contents:
1 Token Board
16 Tokens
26 Letter Cards
3 Number Sheets
1 Name Sheet
1 Token Sample Sheet
1 CD
1 Instruction Sheet
1 Sheet of Numbered Stickers (assembly required)

NOT INCLUDED:
Lined pad, Writing Instrument, CD Player

Q. What do I do if part of my Hire Up™ Personnel Assessment Tool is defective?
A. Mail the defective part within 90 days of date of purchase to HireUp™, 520 Galaxy Way, Modesto, CA 95356, along with your company name, address and phone number and date of purchase. A replacement part will be mailed to you at no cost.

Q. Who is eligible to administer the Hire Up™ Personnel Assessment Tool?
A. Anyone. There are no certification requirements.

Q. How much does HireUp™ cost?
A. $249.00 per unit

Q. Will I be charged any tax?
A. If you live in California you will be charged $18.36 per unit for CA State Sales Tax @ $0.7375

Q. How much does it cost for shipping?
A. Free FedEx Ground if shipped within the United States. For other Countries, please email for shipping quote.

Q. After I order the Hire Up™ Personnel Assessment Tool, how long will it take for HireUp™ to be shipped?
A. Upon receipt of the order, or receipt of your Business Check, the HireUp™ Personnel Assessment Tool will be shipped within one business day.

Q. What score should applicants have from Hire Up™ before we consider hiring them?
A. There are many factors that should be considered before hiring an applicant. The applicant's score from the Hire Up™ assessment test is just one such factor. Hire Up™ has 58 duties that the applicant must perform while taking the test. If they miss four for example, it follows that they would probably make four mistakes while performing their job duties (e.g., writing phone numbers of customers incorrectly, or making four mistakes out of each product code during an inventory audit). We generally recommend giving serious consideration to the applicant that receives the highest score. However, we don't recommend using only their score in the final hiring decision. The final hiring decision should be balanced with other factors that come into play (e.g., job fit, experience, education, desired characteristics or attributes).