Hiring Module

Stop interviewing on vibes.
Start hiring based on evidence.

Structured interviews scored against validated rubrics, delivered at scale by AI. Every decision traceable to the candidate's own words.

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What a scorecard looks like

Every score traced to the candidate's own words.

No black box. No unexplained numbers. Every competency score comes with the specific quote from the candidate's response that justifies it,evidence reviewers can read, evaluate, and override.

Overview Profile Scorecards (2) Transcript

UNIFIED SUMMARY

ASSESSMENT 1

0.0

Advance

ASSESSMENT 2

0.0

Advance

Strengths

  • Clean code structure
  • Tested edge cases
  • Well-structured documentation

COMPETENCY SCORES

Problem Solving
4.3
Analytical Thinking
4.1
Communication
3.7

What the hiring module does

Structured interviews at scale

Every candidate experiences the same competency-based questions in the same order, scored against the same rubric. This eliminates interviewer halo effects and the variance that comes from a mentally checked-out hiring manager at 4pm on a Friday. The consistency is what makes the science work.

Blind scoring with evidence.

Scores are generated before a reviewer sees demographic information. Every score includes the specific quotes from the candidate's responses that justify it. Not a number from a black box,evidence reviewers can evaluate and override.

Résumé parsing with demographic redaction.

Résumés enter the pipeline stripped of name, graduation year, and other demographic signals before a human ever sees them. Parsed work history and skills feed the competency match. Greenhouse integration included, with more ATS connections in progress.

Adverse impact monitoring, always on.

The 4/5ths rule runs automatically at every stage. Selection rate gaps by gender, race, and age are flagged before they become a pattern,or a complaint. Intersectional analysis included, not sold separately.

Full legal documentation from day one.

Job analysis documentation, content validity evidence, adverse impact reports, and scoring rubrics are generated at setup,not assembled after a challenge. UGESP-compliant. EEOC-aligned. NYC Local Law 144 ready.

Hybrid and adaptive delivery.

Voice or text. Fixed or adaptive based on earlier responses. Roles differ: a customer-facing role needs different delivery from a technical individual contributor. Configure once per role, deploy as often as you need.

Candidate Pipeline

See every candidate scored and ranked before you talk to a single one.

The posting overview shows score distribution, competency averages, and Advance / Hold / Decline recommendations across your full pipeline. Spot outliers, compare cohorts, and move forward with confidence.

See it on your roles
Scoring analytics dashboard showing candidate pipeline with competency heatmap

AI Interview Agent

The interview happens without you. The evidence doesn't disappear after it.

Every candidate gets the same structured questions in the same order. The AI probes naturally, the candidate responds on their own time, and every answer is scored against the rubric. What you get back isn't a transcript,it's a scored, evidence-backed report.

Interview Session · Competency Assessment recording
AI
Tell me about a time you had to make a technical decision with incomplete information and a hard deadline. What did you decide, and how did it turn out?
R
|
Competency evidence extracted
"I scoped it down to a safe-to-fail proof of concept, shipped it, and used the real data to make the full call. We hit the deadline and the approach held up in production."
decision-making under pressure risk management strong signal

How a hiring run works

  1. 1
    Configure the role. Set competencies, rubric anchors, and compliance settings from our library or build your own. Produces a documented competency framework before a single candidate is assessed.
  2. 2
    Candidates receive a link. They complete a structured AI interview session at their own pace. No scheduling, no panel coordination, no interviewer availability bottleneck.
  3. 3
    Scores and evidence land in the dashboard. Ranked shortlist with competency-by-competency breakdowns and supporting quotes. Adverse impact flags surface immediately.
  4. 4
    You decide. With documentation. Every move in the pipeline is logged. When someone asks why you passed on a candidate,or why you hired them,the answer is already written.

Hiring Module

See it running on your roles.

A demo maps the workflow to your actual hiring context: your competencies, your volume, your compliance requirements.

Book a Demo
Common Questions

Structured hiring, answered

A structured interview asks every candidate the same job-relevant questions and scores their answers against a fixed rubric. Decades of I-O psychology research show structured interviews predict job performance far better than unstructured ones, and because every candidate is evaluated on the same criteria, they are easier to defend against bias claims.
It scores responses against validated competency rubrics built by I-O psychologists, not keyword matching or gut feel. Every candidate is measured on the same constructs with the same scale, and each score is tied to evidence from the transcript, so a reviewer can see exactly why a rating was given.
The hiring module is built to meet EEOC, SIOP, APA, and UGESP standards, and NYC Local Law 144 for automated employment decision tools. Assessments are validated for job-relevance and tested for adverse impact, and the system generates the documentation needed to support a compliance review.
Every assessment is tested for adverse impact against protected groups using the 4/5ths rule and statistical significance testing, following the EEOC Uniform Guidelines. The results are documented automatically. If an instrument shows meaningful adverse impact, it does not go into production.
No. It standardizes and documents the interview and produces evidence-backed scores, but hiring decisions stay with your team. The goal is to give decision-makers consistent, defensible information, not to automate the final call.
Also in the suite: Upskilling → Listening → How It All Fits →