Competency gap: 38 min in — Factor II.E #25 (Plans & Aligns) and Factor I.B #12 (Decision Quality) not yet tested. Suggested question for #25: "Walk me through how you planned a complex project with competing priorities. How did you realign when things changed mid-execution?"
Claude Sonnet 4.6 · 4-Factor competency map checked every 5 min · 20 of 38 competencies covered
Talent Acquisition Intelligence
AI-guided interviews, AHP-weighted scorecards, competency-indexed transcripts. Data: Recruiting v46 Staffing v46 Dynamic_Document_Generation v46. AI never makes the screen-out decision — a human reviews every AI-surfaced rejection.
42Applied
28Screened
14Interviewing
6Scorecard
2Offer
1Hired
Interviewing · 14 candidates
Sorted by AHP compositeSC
Sarah Chen
Senior Buyer · Sur La Table · Seattle
3.92
composite / 5.00
MW
Marcus Williams
Warehouse Ops Lead · Backcountry · SLC
3.78
composite / 5.00
EV
Elena Vasquez
Product Manager · One Kings Lane · NYC
3.44
composite / 5.00
JP
James Park
Distribution Analyst · Backcountry · Toronto 🇨🇦
3.21
composite / 5.00
+10
10 more candidates
Sarah Chen · 4-Factor Scorecard
Senior Buyer · Interview 2/3 · Get_Prospects Get_Interviews
Factor II: Results
4.2/ 5.0 · weight 40%
#2 Action Oriented: 5
#27 Resourcefulness: 4
#15 Directs Work: 4
#25 Plans & Aligns: 4
#38 Optimizes Process: 5
#1 Accountability: 4
#28 Drives Results: 4
Factor III: People
3.8/ 5.0 · weight 30%
#6 Collaborates: 4
#9 Manages Conflict: 3
#13 Develops Talent: 4
#34 Builds Teams: 4
#7 Communicates: 4
#24 Persuades: 4
Factor I: Thought
3.5/ 5.0 · weight 20%
#5 Business Insight: 4
#33 Strategic Mindset: 3
#8 Manages Complexity: 4
#12 Decision Quality: —
Factor IV: Self
4.0/ 5.0 · weight 10%
#10 Courage: 4
#29 Self-Awareness: 4
#26 Resilience: 4
3.92
/ 5.00 · AHP weighted composite
Results 4.2 × 40% = 1.68 + People 3.8 × 30% = 1.14 + Thought 3.5 × 20% = 0.70 + Self 4.0 × 10% = 0.40
Consistency ratio 0.04 (acceptable < 0.10) · 3 interviewers · geometric mean aggregation · 20 of 38 competencies tested (interview 2/3)
Scoring rubric: 5 = Exceptional (repeatable pattern, measurable impact, anticipates, teaches) · 4 = Strong (solid example, good judgment, minor gaps) · 3 = Acceptable (basic competency) · 2 = Weak (vague, reactive) · 1 = Poor (no example). Dashed borders = competency not yet tested this round. AI auto-populates from structured transcript analysis; human confirms each score before commit.
Real-time interview coaching · Live session · Senior Buyer Round 2
⚠️
Competency coverage (this round)
✓
II.D #2 Action Oriented
0:04–0:12
✓
II.D #27 Resourcefulness
0:12–0:18
✓
III.G #6 Collaborates
0:18–0:26
✓
I.A #5 Business Insight
0:26–0:34
!
II.E #25 Plans & Aligns
NOT COVERED
!
I.B #12 Decision Quality
NOT COVERED
—
IV.J #10 Courage
Round 3
Session stats
Duration: 38/60 min
Interviewer talk: 32% (target 20–30%)
Candidate talk: 68%
Questions: 7
Follow-up depth: avg 1.4/question
AI prompts: 2 (1 acknowledged)
Interviewer talk: 32% (target 20–30%)
Candidate talk: 68%
Questions: 7
Follow-up depth: avg 1.4/question
AI prompts: 2 (1 acknowledged)
Hiring quality · Bias monitoring (Q6 safeguard)
| Group | Applied | Screened | Offer | Δ baseline |
|---|---|---|---|---|
| Overall | 100% | 67% | 4.8% | — |
| Gender: F | 100% | 69% | 5.1% | +0.3 |
| Gender: M | 100% | 65% | 4.5% | -0.3 |
| Race: URG | 100% | 64% | 4.2% | -0.6 ⚠ |
AI resume parsing checked against human-graded gold-set quarterly. Every AI reject has human review. No-AI path available.
Key safeguards
✓ Human reviews every AI reject
✓ Gold-set quarterly calibration
✓ Demographic drift alerts (monthly)
✓ No-AI path for all applicants
✓ AHP weights set by committee
✓ Gold-set quarterly calibration
✓ Demographic drift alerts (monthly)
✓ No-AI path for all applicants
✓ AHP weights set by committee