English levels, and what they mean for the job
Every profile on this site carries a CEFR level that was tested, not self-reported. Here is what each one actually buys you.
Why self-reported English is close to worthless
Ask a candidate to rate their own English and you will get "advanced" from people at three different levels. It is not dishonesty; self-assessment is genuinely hard, and in a competitive market the incentive runs one way. A CV that says "English: Advanced" tells you nothing you can hire on.
The fix is not a longer interview. It is a standard scale, applied by someone who is not the candidate, plus a recording you can judge yourself. That is why every profile here carries a CEFR level and a recorded interview: the scale gives you comparability, the recording lets you overrule it.
The scale, in hiring terms
| Level | In plain terms | What they can actually do | Roles it fits |
|---|---|---|---|
| C2 | Full professional command | Negotiates, handles conflict, writes customer-facing copy without review. | Executive search, marketing lead, senior client-facing |
| C1 | Fluent and comfortable | Runs a discovery call, handles an unhappy customer live, writes unsupervised. | Appointment setting, SDR, phone support, project coordination |
| B2 | Solid working English | Understands everything, expresses everything, occasional hesitation under pressure. | Operations, procurement, admin, back-office support, data |
| B1 | Functional | Handles routine written work and prepared conversation. Struggles when the call goes off-script. | Internal roles with low live-conversation load |
| A2 | Basic | Simple exchanges only. Not viable for a U.S.-facing role. | Not placed |
The mistake that costs the most
Over-specifying. Teams ask for C1 across the board because it sounds safer, then pay a premium for conversational fluency in a role that is ninety percent spreadsheet and ticket work. A B2 procurement coordinator who knows the vocabulary of your industry will outperform a C1 generalist who does not, every time.
Under-specifying costs more but happens less: putting a B1 on live customer calls damages the customer relationship, not just the workflow.
Accent is not the same as level
A strong accent with C1 command is a non-issue in practice; U.S. teams adjust within a week. What actually breaks a call is missing a nuance, not pronouncing it differently. Screening on accent rather than comprehension filters out good people and keeps weaker ones, and it is the most common bias we see in client feedback on shortlists.
How we assess
Each candidate completes a structured interview with questions specific to the role, answered on video. Assessment covers listening comprehension under normal speed, ability to handle an unscripted follow-up, technical vocabulary for the function, and written samples for roles that write. The level is assigned against CEFR and published on the profile.
You do not have to take the label on trust, which is the point: the recording is there.
Where the level actually breaks down
Comprehension fails before expression does. A candidate who speaks fluently but misses a qualifier — "we'd probably need that by Friday" is not the same as "we need that Friday" — will sound excellent and act on the wrong information. That gap does not show in a scripted interview, which is why the recorded questions include unscripted follow-ups.
The second failure mode is speed. Most assessment happens at the pace of a careful conversation. Real work happens at the pace of a U.S. team member who is late for the next call. We test at normal speed on purpose.
Written English is a separate skill
Someone at C1 on the phone can be at B2 in writing, and for roles that live in email, tickets and documentation that is the level that counts. Tone matters more than grammar here: a technically correct sentence can still land coldly with a customer whose system has been down for four days.
For roles that write, we assess written samples separately and tell you both numbers.
What improves, and how fast
Consistently and faster than most people expect. Someone at solid B2 working daily with a U.S. team typically operates at C1 within a year, because the practice is constant and the feedback is immediate. Hiring at B2 for an internal role and expecting growth is a reasonable bet.
Hiring at B1 for a client-facing role and hoping is not. Comprehension under pressure does not improve on a timeline you can plan around, and the cost of the gap lands on a customer.
Common questions
What level do I need for phone-based sales?
C1 as the floor. Phone sales fails on the third objection, and the third objection is where comprehension under pressure matters. B2 works for inbound scheduling with a script, not for outbound discovery.
Is B2 enough for customer support?
For email and chat, generally yes, with the caveat that written tone matters more than grammar. For live phone support with upset customers, go C1.
Do levels improve on the job?
Consistently, yes. Someone at solid B2 working daily with a U.S. team typically operates at C1 within a year. Hiring at B2 for an internal role and expecting growth is a reasonable bet; hiring at B1 for a client-facing role and hoping is not.
Can I test a candidate myself?
Yes, and you should. The recorded interview is the first filter, your own call is the second. If a provider will not let you speak to the person before you commit, that is the problem, not the English.
Every profile shows its level
Tested, published, and backed by a recording you can watch.