PPC Executive Assessment
See how candidates analyse performance data, make optimisation decisions, and communicate clearly under pressure before you interview them.
20 to 30 minutes for candidates • Ranked shortlist • Interview ready insights
Shortlisted for Assessment Provider of the Year, recognising innovation in hiring assessment
The Problem With Hiring PPC Executives
Hiring PPC Executives usually starts with CV screening and short phone interviews. These steps are time-consuming, inconsistent, and weak predictors of real performance.
CVs rarely show how candidates:
Analyse performance data and identify optimisation opportunities
Make sound budget and bidding decisions under pressure
Communicate insights and results clearly to stakeholders
Prioritise actions when campaigns are underperforming
Phone interviews help, but they still reward confidence over capability. This is where many poor hires slip through.
How Neuroworx adds evidence before interviews
Neuroworx adds a short, role-specific assessment before interviews, so hiring decisions are based on observed behaviour, not assumptions.
Candidates complete realistic scenarios and short written responses that reflect the day-to-day demands of a PPC Executive role.
This allows you to see how candidates:
Analyse campaign performance and identify optimisation opportunities
Make budget, bidding, and targeting decisions under pressure
Communicate insights and recommendations clearly
Apply structured processes and sound judgement in real-world scenarios
Instead of relying on CVs and early phone screens alone, interviews are informed by consistent, comparable evidence for every candidate.
How the Assessment Works
A simple, role specific flow from invite to shortlist.
See the Assessment in Action
Explore the scenarios candidates complete and how responses are captured.
What the Assessment Looks Like for Candidates
A short, role-specific experience designed to surface judgement, tone, and real-world decision-making.
PPC Executive
Interactive preview: select answers to see how the report signals are formed. Preview is untimed and does not score.
- Choose options on the left to see example insights.
What you get and who this is for
Decision ready output for hiring with minimal work from your team.
- Ranked shortlist of candidates by overall suitability
- Strengths and risk flags in plain English
- Interview follow ups tailored to each candidate
- Skill breakdown across judgement, tone, and execution
- You hire PPC Executives at volume
- You spend too much time on phone screening
- You want consistent early stage decisions
- You need evidence beyond gut feel
What the Candidate Report Looks Like
A clear, decision-ready summary showing strengths, risks, and interview follow-ups for each candidate.
PPC Executive
Example output hiring managers receive after a candidate completes the assessment.
- Diagnoses performance issues using search terms and change history
- Prioritises high-impact actions when CPA or spend moves quickly
- Communicates insights and next steps clearly to stakeholders
- May over-correct too fast without enough validation
- Could add more structure to reporting (hypothesis, action, expected impact)
- Ask for an example where they reduced CPA quickly without harming conversion volume.
- Explore how they diagnose performance drops (search terms, auction insights, change history).
- Probe how they explain underperformance to a stakeholder and set expectations on timing and impact.
Ready to see how we can help?
Book a 15 minute demo to see how hiring managers use this in real roles.
15 minutes. No commitment. See real examples.