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Score smarter, Decide together

A structured, three-stage evaluation that locks scores before discussion — so your panel's sharpest read doesn't get overridden by the loudest voice.

How it works
Three steps to a bias-free hire decision
1
Rate each stage independently
Score all criteria before locking. You cannot edit once a stage is submitted.
Locks on submit
2
Use HEXACO-based interview questions
In Stage 3, each competency maps to a HEXACO dimension with a pre-built STAR question — calibrated to the selected candidate level.
HEXACO · 6 Dimensions
3
Submit before the debrief
Share the final scorecard with the hiring manager before the panel discussion begins — not after.
Pre-debrief only
4
Weights are research-backed
Interview 55%  ·  Assessment 35%  ·  First impression 10%
Standardized Reporting
Stage 1 — First impression
Resume & profile evaluation
Score each dimension independently based on the candidate's CV, LinkedIn profile, or application. Do not discuss with panel members before submitting.
Red flags observed
Please rate all criteria before proceeding.
Scores lock on submission
Stage 2 — Assessment scores
Psychometric & skills assessment
Enter normalised scores (0–100) from your assessment platform. Each dimension carries equal weight within this stage. PMaps multimodal reports map directly to these fields.
Assessment platform / source
Please fill all assessment scores (0–100) before proceeding.
Stage 3 — Interview scoring
Competency-based evaluation
Score each competency using STAR-based behavioral evidence. Questions are drawn from the HEXACO personality model and calibrated to the selected candidate level.
Hire recommendation
Please rate all competencies and select a hire recommendation.
Stage weight breakdown
First impression
10%
Assessment score
35%
Interview score
55%

Weights reflect predictive validity research. Structured interviews and psychometric assessments significantly outpredict unstructured first impressions as hiring signals.

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