Every job has two parts: a brief (what you need) and a rubric (how every candidate is interviewed and scored). You correct the brief; we write the rubric from it.
The brief
After you create a job, the setup page drafts the brief from your job post, or from the title if you didn't paste one. This takes about 30 seconds.
You then go through a few short sections:
- The role, in a few lines.
- What they should achieve in the first 6–12 months.
- Which skills are must-have, nice to have or not needed.
- Deal-breakers: hard requirements, whatever else the candidate brings.
- A few questions only you can answer, plus anything else the interviewer should know.
- The job description candidates see on the apply page.
Everything is tick, sort and tap. Type only where something is missing. Prefer to talk it through? Use Open the chat on the setup page instead.
The brief never uses age, gender, ethnicity, nationality, religion, health, family status or other protected characteristics, or proxies such as “young” or “native speaker”. A language level (“Romanian C1”) is fine.
The rubric
Press Build the rubric. It takes about a minute, and you can leave the page meanwhile. The rubric appears on the job page and has:
- Criteria, grouped as must have, motivation & fit, and nice to have. Each has an importance from 1 to 5.
- A core question every candidate is asked for each criterion, with follow-ups.
- Answer examples for poor, borderline, solid and outstanding, so scoring is consistent.
- Deal-breakers and, for most roles, a short work scenario that is the same for everyone.
How scoring works
After the interview, each criterion gets a score from 0 to 5 with a confidence level and the candidate's own words as evidence. The overall score (0–100) is the average of those scores, weighted by importance.
If a candidate scores 1 or less on any must-have criterion, the total is capped at 40. Everyone applying for the same job is scored against the same rubric.
Editing the rubric
On the job page, press Edit in the rubric. You can rename criteria, change their importance, wording and questions, add or remove criteria, or edit the raw JSON. Changes apply to interviews that start after you save. Candidates already interviewed keep their scores.
Regenerating it
To start over, change the brief on the setup page and press Rebuild the rubric, or press Regenerate on the job page. This replaces your manual edits to the rubric.
Publishing
A job starts as a draft. Once it has a rubric, press Publish on the job page to accept applicants. Press Close job to stop new applications; the candidates stay.