The only AI coach built for Civil Service frameworks. From application sift to online tests to interview — prepare smarter at every stage of your recruitment journey.
Free to use · No account needed · Change anytime
Level Up Your Real Experience with AI-Powered STAR Coaching
Loading access status...
Enter your STAR example for framework-aligned scoring.
This tool is a preparation aid. Submitting misleading information to an employer may result in your application being rejected.
Detailed Assessment for Grade Level on Framework
Best-match examples from your portfolio for each competency.
Review your maximum readiness across all competencies.
AI-powered STAR refinement
Review your saved STAR examples and scores.
Unlock Gap Analysis & Refine with AI
Purchase a 12-month Premium access key for £9.99 from our secure checkout. You'll receive your key instantly via email.
Once you have your key, paste it into the box below and click Activate. All Premium features will unlock immediately.
Need help? Contact us
Loading...
Score your written evidence against the exact framework indicators — before you submit.
Loading...
Practice Situational Judgement, Verbal Reasoning, and Numerical Reasoning.
Loading...
Answer real competency questions and get scored against the framework.
Loading...
Answers, guidance, and a way to get in touch.
Use language that reflects your target framework. The scoring engine looks for specific behavioural indicators at your grade level. Make sure the Action section carries the most weight (roughly 60–70% of the example), be specific about what you did rather than the team, and use strong action verbs that match the competency.
Instead of "We improved the process," try "I led stakeholder engagement to redesign the approval workflow, reducing processing time by 40%."
Further reading: The STAR Method Guide · 5 Red Flags That Kill STAR Examples
NICS Competency Framework is used by the Northern Ireland Civil Service and assesses candidates across six competency levels (AO through Grade 7 equivalent). Competencies are grouped into Strategic, People, and Performance clusters.
UK Civil Service: Success Profiles (2019+) is the current UK government framework. It uses Behaviours, Strengths, Experience, Technical, and Ability elements. Most UK CS roles from 2019 onwards use this.
UK Civil Service: Legacy (2012-17) covered the earlier competency framework used before Success Profiles. If your job advert references this framework explicitly, select this option.
Select the framework that matches your job advert. The indicators, language, and grade descriptors differ across all three.
Each grade level has different behavioural indicators. A Grade 7 candidate is expected to demonstrate strategic leadership and cross-departmental influence; an Administrative Officer is assessed on following process and supporting colleagues. The same example will score differently at each grade because the bar is different.
If you change your target grade, scores recalculate against that grade's indicators. This is expected behaviour.
Strong real-world examples often demonstrate several competencies simultaneously. The scorecard shows your primary match and highlights other competencies your example could cover. Premium users can also see Alternative Matches, which suggests which other competencies the example could work for with minor adjustments.
A good strategy is to write your strongest examples once, then use the app to identify which competencies they naturally cover before deciding where to use each one.
Refine restructures your notes or draft into a compliant STAR format aligned to your selected framework and grade. It reorganises your content into clear Situation, Task, Action, and Result sections and strengthens the language against the relevant indicators.
It does not invent facts, fabricate stories, or add details that weren't in your original input. Your authentic experience stays intact; it simply becomes better structured and more clearly expressed.
Interview Readiness reflects how well your scored examples cover the full range of competencies in your target framework at your selected grade. It is calculated from the average of your best score per competency. Competencies with no scored example drag the percentage down.
The goal is to have a strong example for every competency. Readiness above 70% indicates broad coverage. Gaps shown in your Profile are the competencies that need attention before interview.
Further reading: How Civil Service Competency Examples Are Scored
Interview Practice draws from a bank of over 70 competency-based questions mapped to your framework and grade. After you respond to each question, the session follows up dynamically based on what you wrote, just as a real panel would probe your answer.
You can practise by individual competency or by cluster. Sessions are not saved to your history but are a useful way to stress-test examples before the real thing.
Further reading: Cluster-Based Civil Service Interviews · 48 Hours to Interview Ready
The Online Tests section includes practice for Verbal Reasoning, Numerical Reasoning, and Situational Judgement. These are the three most common pre-sift assessment types used in Civil Service recruitment.
Practice mode works through questions one at a time with immediate feedback, ideal for understanding the logic. Timed mode replicates the exam-style experience with a countdown, no feedback during the test, and a full results summary at the end.
Go to the Account page (crown icon in the nav bar) and enter your licence key in the activation field. The key is in the confirmation email from Payhip. Check your spam folder if you can't find it.
If the key isn't accepted, make sure you're copying the full key with no extra spaces. If you continue to have issues, use the Contact Us tab to send us a message and include your purchase email address.
Your feedback has been submitted successfully. We'll review it and get back to you if needed.