CEFR levels for hiring
The CEFR (A1–C2) describes what someone can actually do in English — which makes it the clearest way to set an English bar for a role. Here is what each level means at work, and how to test candidates against it.
Start a free pilot →What is the CEFR?
The Common European Framework of Reference for Languages (CEFR) is the internationally recognised scale for describing language ability. It runs across six levels — A1 and A2 (basic), B1 and B2 (independent), and C1 and C2 (proficient).
For hiring, its strength is that each level is defined by what a person can do — hold a meeting, write a report, handle a customer call — rather than by an abstract score. That makes a CEFR result easy to translate into a hiring decision.
CEFR levels at work
| Level | What they can do at work | Typical roles |
|---|---|---|
| A1Beginner | Understands and uses basic words and phrases. Not sufficient for roles that require working in English. | Roles with no English requirement |
| A2Elementary | Handles simple, routine tasks and basic instructions on familiar topics. | Operational / manual roles with minimal English |
| B1Intermediate | Manages routine work communication — straightforward emails, familiar topics, everyday requests. | Front-line, entry-level customer-facing, operations |
| B2Upper-Intermediate | Communicates effectively and independently — meetings, detailed emails, most day-to-day professional work. | Most skilled and office-based professional roles |
| C1Advanced | Uses English fluently and flexibly, including nuanced, complex or persuasive communication. | Client-facing senior, management, specialist roles |
| C2Proficient | Communicates with near-native precision and ease across virtually any context. | Roles needing the highest linguistic precision |
This mapping is a general guide to help set a hiring benchmark — actual requirements vary by role, industry and team. Last reviewed July 2026.
How to set your hiring bar
- Start from the job, not the candidate: list the English tasks the role actually involves (calls, emails, meetings, writing).
- Match those tasks to a CEFR level — most office roles land at B2, front-line at B1, senior client-facing at C1.
- Avoid defaulting to C1/C2 for everything: over-screening shrinks your pipeline and rarely reflects the real need.
- Test all four skills. A role may need strong speaking but only basic writing — a single-skill score hides that.
- Use the same CEFR-aligned test for every candidate so results are comparable and bias-free.
Test candidates against a CEFR benchmark
International English Test scores all four skills — listening, reading, speaking and writing — and returns a CEFR level in minutes, with a verifiable certificate for each candidate. It is an ALTE Associate Member, recognised in 210+ countries, and uses self-serve credits from £8.99 per test with no contract.
Start a free pilot →Frequently asked questions
What CEFR level do I need for hiring?
It depends on the role. As a rough guide, B1 suits routine front-line and operational work, B2 covers most skilled and office-based roles, and C1 fits client-facing, management or specialist positions. Set the level to what the job actually requires rather than defaulting to the highest.
What is a good English level for a job?
For most professional roles, B2 (upper-intermediate) is a solid benchmark — the person can run meetings, write detailed emails and work independently in English. Roles with heavy negotiation, writing or leadership often call for C1.
How do I test a candidate's CEFR level?
Use a standardised, CEFR-aligned assessment and send every candidate the same test. International English Test scores all four skills — listening, reading, speaking and writing — and returns a CEFR level (A1–C2) in minutes, so candidates are directly comparable. It is an ALTE Associate Member.
Should I set one CEFR level for the whole company?
Usually not. Different roles have different language demands, so a single company-wide bar either over-screens operational roles or under-screens client-facing ones. Set a target level per role family and test against it.
Is CEFR better than a general English score for hiring?
For hiring, CEFR is more useful than an abstract score because each level describes what a person can actually do at work. That makes the result easy to communicate to hiring managers and defensible to stakeholders.
Set your bar, then test for it
Run a free pilot and see candidates' CEFR levels across all four skills in minutes. Credits from £8.99 per test, no contract.
Start a free pilot →