How we score

How scoring works

Choose an assessment type to see how its result is produced. Every card is a sample you can change.

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Methodology checked 30 Sep 2026.

Each requirement is rated 0 to 10, then weighted by its importance.

Support Associate

Illustrative sample. Change a weightage or drag a score.

Customer communication4.0 / 10

Handles an angry customer6.0 / 10

Shift flexibility9.0 / 10

CRM experience10.0 / 10

Overall weighted average score6.2 / 10

A plain average of the 4 scores would be 7.3.

(16.0 + 18.0 + 18.0 + 10.0) ÷ (4 + 3 + 2 + 1) = 6.2

Each requirement is rated 0 to 10, then weighted by its importance.

Sales Representative

Illustrative sample. Change a weightage or drag a score.

Needs-based selling8.5 / 10

Customer communication7.5 / 10

Negotiation and closing7.0 / 10

Pipeline management5.0 / 10

Overall weighted average score7.6 / 10

A plain average of the 4 scores would be 7.0.

(34.0 + 22.5 + 14.0 + 5.0) ÷ (4 + 3 + 2 + 1) = 7.6

Each requirement is rated 0 to 10, then weighted by its importance.

Marketing Specialist

Illustrative sample. Change a weightage or drag a score.

Campaign experience9.0 / 10

Industry background8.5 / 10

CRM tools8.0 / 10

Second language6.0 / 10

Overall weighted average score8.4 / 10

A plain average of the 4 scores would be 7.9.

(36.0 + 25.5 + 16.0 + 6.0) ÷ (4 + 3 + 2 + 1) = 8.4

From interview to scored report

Read the evidence behind each rating before making a hiring decision.

01
Your criteria
Requirements and importance set by your team.
02
AI ratings
Interview evidence assessed against each requirement.
03
Weighted overall
Ratings multiplied by importance, then averaged.
04
Your review
Check the recording, reasoning and individual ratings.

What the numbers mean

Requirement rating0 to 10

A rating against the role's criteria.

The overall summarises the requirements you set. It gives more influence to the ones you marked most important.

6.2 is not a 62% chance of success or a hiring recommendation. Review the individual ratings and evidence.

Compare candidates within the same role and criteria. A different requirement list changes what the number means.

How each assessment is scored

AI Interviewer, Role-Play and CV Evaluation use the weighted overall above. The others report their result in their own way.

AI Interviewer

6.2/ 10

Each requirement is rated 0 to 10 and weighted by the importance you set. The overall is the weighted average.

Role-Play

7.6/ 10

Scored 0 to 10 against the criteria you set, weighted by importance, from the transcript of the spoken conversation.

CV Evaluation

8.4/ 10

Each requirement is scored 0 to 10 against your criteria and the overall is weighted by importance. The AI's written reasoning is shown for each requirement.

Tests

85%

Each question is marked right or wrong, with no negative marking. The result is the percentage correct, for example 17 of 20 is 85%. Unanswered questions count as wrong.

Technical Test

13/ 13

Your code runs against test cases. Each question earns points in proportion to the cases it passes, shown as points and as cases passed, for example 13 of 13. How the Technical Test works

Showcase

AI scoreNone

Your team rates the recording from 0.5 to 10 stars and can add notes. The AI only writes a neutral summary, with no score.

Open the sample report to see each one.

Your priorities determine the weights

A Must Have contributes 4 times as much as a Good To Have.

Must Have×4Your highest-priority requirement.

Very Important×3More influence than an Important requirement.

Important×2The default when importance is not recognised.

Good To Have×1Your lowest-priority requirement.

Overall = sum of (rating × weight) ÷ sum of weights

The sample starts at 6.2. Giving all 4 requirements equal weight produces 7.3, rounded to 1 decimal place.

The weight changes the calculation. Marking a requirement Must Have does not create an automatic rejection rule.

When there is not enough evidence

An unevaluated requirement is recorded separately from a normal rating.

Some requirements cannot be evaluated: A cannot-evaluate marker is stored as 11. In a partly evaluated interview, it contributes 3.0 with its full weight.
Missing or unusable ratings: They also contribute 3.0 when other requirements have usable results. They are not treated as evidence of a candidate's ability.
Every requirement is marked cannot-evaluate: The overall remains cannot-evaluate and is excluded from the fit score. 11 is a status, not 11 out of 10.
The weighted calculation cannot run: If there are no requirements or no usable matched results, the engine keeps the model's overall as a fallback. The source is recorded.

Check missing evidence before shortlisting. An unanswered requirement may need a follow-up interview.

Read the answer behind the score

Separate answer scores help you find relevant moments in the transcript.

Illustrative transcript

"We had a customer whose order was 3 weeks late. I called her before she called us, explained the delay, and refunded the delivery fee."

"The candidate is generally proactive with customers."

An exact transcript phrase can appear as a highlight. A paraphrase is not accepted as a quote.

Little relevant or concrete detail: Answer score
Relevant, but generic: Answer score
Specific, relevant examples: Answer score
Exceptional, quantified detail: Answer score

Answer scores are separate from requirement ratings; they are not averaged into the weighted overall. Empty or untranscribed answers receive no answer score.