25% of the assessment
Role skills
Can they do the core work? Evidence from relevant projects and concrete examples.
How we assess talentA score should
A score should
show its working.
A short video introduces a person. Their skills, work and relevant evidence determine how they meet your role.
Six dimensions. One role-specific rubric.
Example weights · Engineering30% of the assessment
Work performance
What does a representative work sample show? Quality, execution and tradeoffs.
15% of the assessment
Relevant outcomes
What changed because of their work? Scope, contribution and results.
15% of the assessment
Judgment
How do they approach a problem, weigh alternatives and explain decisions?
10% of the assessment
Communication
Can they explain the work clearly? Content matters, not accent or camera confidence.
5% of the assessment
Learning
Can they show how feedback or new information changed their approach?
Evidence before an overall score.
Every rating links to supplied evidence. An unknown is marked “not evidenced,” not assigned a made-up score. Incomplete evidence stays outside the qualified shortlist.
A threshold is a starting point.
The initial threshold is 75 out of 100, with mandatory requirements and critical skills checked separately. Weights vary by role family and require calibration against human reviews.
People can explain the gaps.
Candidates can add relevant work or context. Recruiters review the evidence before deciding. Appearance, accent and inferred personality are not assessment dimensions.