Two modes — Soft (inferred) and Technical (multi-evaluator) — combined with interview scorecards. For roles where the psychometric alone doesn't decide.
The competency evaluation module adds a layer of structured human evaluation on top of the fit score. In Soft mode, competencies are inferred from the psychometric assessment via an OCEAN + Values → competency mapping table. In Technical mode, several evaluators score the candidate with notes, the scores are averaged, and they're compared against the required level defined per role. The result is integrated with interview panel scorecards for a final auditable decision.
For each role you mark which competencies matter and the required level (1-5). This inherits to every opening of that role.
Soft: the app infers the score from OCEAN + Values (zero extra candidate effort). Technical: you invite evaluators who score with notes.
The per-competency fit is combined with interview scorecards and the psychometric assessment into a single auditable overall fit.
| Aspect | Soft mode | Technical mode |
|---|---|---|
| Score origin | Inferred from OCEAN + Values | Rated by human evaluators |
| Candidate effort | Just the standard assessment | The assessment + technical sessions |
| When to use it | Soft competencies (communication, leadership) | Technical or judgment-based competencies |
| Required level | Configurable per role (role_competencies) | Configurable per role (role_competencies) |
| Output | Score 1-5 + gap vs. required | Average + per-evaluator notes + gap |
You're not relying on the recruiter's word: you see structured evidence per competency, with required level vs. observed.
Consistent scorecards, multiple evaluators averaged, traceable notes per competency.
For roles where the psychometric assessment alone is not enough (engineering, technical finance, senior sales), structured human evaluation.
We'll show you how a multi-evaluator technical evaluation is configured in a demo.