Give every employee an official-format benchmark, assign the mocks and drills that close the gap, and hand HR the score insights to back hiring, promotion, and client-ready decisions.
Official-format mocks · live team dashboard · HR-ready reports
Benchmark everyone, assign the practice that closes the gap, and give HR the numbers to prove it worked. Here's the loop.
Every employee takes an official-format mock, so you get a clear baseline for each person and the team, mapped to the same scale recruiters and clients recognise.
Set targeted drills and full mocks, then watch live progress by person and by team. Managers see who is improving and who needs a nudge, without chasing spreadsheets.
HR-ready reports show score gains, role and promotion readiness, and who is ready for client-facing work, so training budget is easy to justify at review time.
From the first benchmark to the promotion case, the tools your people team actually uses.
Every employee takes an official-format mock, so you begin with one clear baseline score per person and for the whole team.
Set targeted drills and full mocks for a person, a role, or the whole team, and refresh them as people improve.
Export score gains, role readiness, and client-ready status to PDF or CSV, ready for reviews and budget sign-off.
Buy seats in bulk, invite by link or SSO, and manage who sees which team from one simple admin panel.
Track the score every client email, call, and meeting depends on. Watch the team average climb, spot who is ready for client-facing work, and celebrate the biggest gains.
English proficiency maps to real thresholds recruiters, clients and partners recognise. Here's where teams aim.
The level many employers screen for, enough to handle routine email, forms and everyday workplace English.
Competitive roles and client-facing work usually want this band, confident calls, meetings and correspondence.
For teams leading international projects and negotiations, where nuance and speed both matter.
Strong, fluent business English, the people you put in front of your most important accounts.
No lengthy setup. From invite to first report in a single quarter.
Add people in bulk by link or SSO and group them by team or department in one admin panel.
Each person takes an official-format mock, giving you one clear baseline per person and per team.
Set targeted drills and mocks by role or individual; the AI coach handles the week-to-week plan.
Export score gains and client-ready status to PDF or CSV for reviews and budget sign-off.
The same platform, pointed at the English each team actually uses.
Sharpen Speaking & Writing for pitches, proposals and negotiation, where a 730+ makes client calls effortless.
Faster, clearer replies across chat and email, with Listening practice for support calls.
Read specs and docs with confidence and contribute in cross-border stand-ups and reviews.
Presentations, reviews and stakeholder updates, the English leadership roles are measured on.
Results are for developing your people, not for sharing around.
Individual scores are visible only to the employee and the admins you designate, never shared publicly.
You decide who manages which team and who can see reports, from one admin panel.
Onboard people by secure link or your single sign-on, and remove access the moment someone leaves.
Export your data any time, and request deletion when a program ends, it's your data.
One platform, four tests. Match the test to what the role actually does in English, so every benchmark measures the right thing.
The core benchmark for most roles and for whole-team baselines. 200 questions, about two hours, no penalty for wrong answers. Start here for screening and promotion. See L&R.
Assign for client-facing roles like sales, support, and account management. Scored 0–200 per skill, it rates real calls, emails, and meetings, not just multiple choice. See S&W.
Built for beginner to low-intermediate staff and mixed-ability groups. Each section is scored 15–50 for a 30–100 total, so early-career learners get a fair, encouraging read. See Bridge.
ETS's newer adaptive test covers all four skills quickly, scoring each skill 0–25 and mapping it to CEFR. Good for a fast, current four-skill snapshot. See Link.
TOEIC Listening & Reading totals map to the CEFR levels global HR teams already use. Here is what each band can typically do at work. ETS treats these as guidelines, not rigid cut-offs, so pair them with your own judgement.
Handles simple, routine exchanges, short internal emails, and familiar forms. Still needs support for live calls and meetings. A development starting point.
Copes with most routine work email and calls, follows familiar meetings, and writes clear short messages. Solid for internal and back-office roles.
Runs calls and meetings, handles negotiation, and writes clear correspondence with clients. This is the band most client-facing roles target.
Uses English flexibly and effectively across nuanced negotiation, presentations, and your most important accounts. The people you put in front of key partners.
A good target comes from the job, not a round number. Four steps to a benchmark your people and your budget can both stand behind.
Write down the English the role actually uses: internal email only, daily client calls, contract writing, or leading meetings.
Match those tasks to a level. Routine internal work sits around B1, while client-facing work usually needs B2. See our TOEIC to CEFR guide.
Turn the band into a TOEIC target: B1 is 550+, B2 is 785+. Our score converter and what score you need pages help.
Baseline everyone, then set a re-test date. Teams practising steadily gain about +45 points a quarter, so progress is visible by the next review.
The traps that make a benchmark program feel unfair or stall out, and how to sidestep them.
A blanket target over- or under-shoots most roles. Set the bar from the English each job needs, not a single company-wide number.
Listening & Reading is multiple choice. For anyone who speaks or writes to clients, add Speaking & Writing so the score reflects the real job.
English changes with practice and time away from it. Re-benchmark each quarter or half-year so targets and records stay current.
Anchor targets to CEFR and job tasks, and remember ETS's own guidance that scores are guidelines, not rigid cut-offs.
