Six steps to decision-grade signal.
Skill first validation for tech roles. Clear evidence, consistent reporting, and fewer wasted interviews.
Each step produces a specific signal your team can review. CV review comes late. Capability and execution come first. Decision briefs highlight strengths, risks, and what to test next.
Communication Signal
Reduce downstream interview waste by verifying communication early. Candidates respond to a role-specific prompt. Experts confirm outcomes, with tooling supporting consistency.
Role-specific prompts Expert-verified outcomes Clear level signals
Role Fit Screen
Cut false positives with rubric-based screening tied to the role. Outcomes are reviewable and consistent across candidates.
Rubric-based scoring Review path for edge cases Consistent pass criteria
Performance Signal
Validate real capability with practical, time-boxed tasks. Where appropriate, verified results can be reused for comparable roles to reduce repetition.
Role-relevant tasks Time-boxed evaluation Reuse where comparable
Experience Evidence Check
Turn background into decision context. We map experience claims to role requirements and surface strengths, gaps, and interview focus areas. A CV is not treated as proof.
Requirement mapping Strengths + risks Interview focus areas
Structured Interview
Increase decision confidence with an evidence-led interview that follows from prior signals. Recruiters and optional SMEs capture structured notes and rationale.
Signal-based prompts Structured notes Clear rationale captured
Decision Outcome
Spend interview time on the true unknowns. Hiring managers enter with a decision brief. Verified signals, risks, and targeted prompts keep feedback consistent and comparable.
Decision brief Clear decision gates Documented outcome and rationale
Want to see this on your roles?
We’ll map the framework to your role, calibrate rubrics and thresholds, and show the Decision-Grade Candidate Report your hiring managers will use.