Six features.
One evaluation layer.

The scoring engine locks each role to a defined rubric before interviews begin. Every interviewer scores the same competencies on the same 1–5 scale with anchored descriptors — no free-form notes, no improvised criteria. Scores are locked on submission. No retroactive editing after a debrief.

• 4–8 competencies per role with weighted importance
• Anchored descriptors for every score level (1–5)
• Per-round competency assignments — interviewers score only what they're assigned
• Outlier detection — flags when one interviewer deviates ≥2 from the group

CultureMap replaces 'culture fit' as a gut feeling with a scored model across five axes. The organisation defines its culture profile once — CultureMap then measures every candidate against it. Fit is quantified, not felt. Low culture fit scores trigger a deliberate conversation, not automatic rejection.

• Values alignment — decision-making patterns vs org core values
• Work style — independent vs collaborative, structured vs ambiguous
• Communication fit — direct vs diplomatic, written vs verbal
• Growth orientation — ambition and learning pace vs team trajectory
• Team dynamic fit — complements or replicates existing team gaps

The Fit Score is the single output a hiring manager can point to and defend. It aggregates five weighted dimensions into a score out of 100. Every number is traceable to its source — no black box, no hidden weighting. Orgs can adjust how much each dimension contributes.

• Five dimensions: competency, culture fit, behavioral signals, persona consistency, red flag adjustment
• Dimension weights adjustable per org — weight culture higher for people-facing roles
• Red flag penalty shown explicitly — never a silent deduction
• Side-by-side comparison view for up to 4 candidates
• Low confidence warning if fewer than 3 interviewers scored or form was incomplete

Every action in a candidate's evaluation is logged, timestamped, and attributed. The audit trail serves three audiences: team leads who need accountability, legal teams who need to prove process fairness, and hiring managers reviewing how the decision was reached.

• Captures: rubric assigned, scores submitted, persona form sent and completed, fit score calculated, hire decision made
• Decision trail — records final hire/no-hire with actor and timestamp
• Override flag — if a low Fit Score is overridden, a reason is required. No silent overrides.
• One-click PDF export for HR records, legal review, or regulatory audit

Projection answers the question hiring managers actually want answered: 'If we hire this person, where will they be in 6–9 months?' At launch it uses the candidate's Fit Score dimensions as the predictive signal. A confidence disclaimer is always shown.

• Month 1–2 Ramp: based on work-style fit and communication alignment
• Month 3–5 Contribution: drawn from competency scores and growth orientation
• Month 6–9 Culture Integration: driven by culture fit and values alignment
• Risk flags with proactive onboarding interventions per phase
• Plain-language 2–3 sentence narrative per phase — not a score dump

Resumes describe what candidates have done. Persona Forms reveal how they think and behave. Candidates complete a standardised behavioral questionnaire before the interview; the interviewer scores the same dimensions after. The gap between self-assessment and observed behavior is itself a signal.

• 40+ validated behavioral questions across 8 competency families
• Situational framing ('Describe a time when...') — harder to game than self-rating scales
• Role-tailored questions generated from the job description
• Consistency delta: flags when self-assessment vs observed score gap is large
• Form versioning — previous evaluations remain comparable when questions change