See the candidate before you decide
The candidate enters a simulation and shows how they handle a real moment: behavior, not a CV. The decision meeting receives an evidence sentence, not a score.
Candidate simulation + dimension breakdown with evidence sentences.
Candidate
Enters the case; behavior is recorded.
Evaluator
Reads the dimension breakdown and evidence sentences.
The schema is illustrative.
Completion outcome
The topic closed and the follow-up was agreed; the tier transition was recorded against it.
Next focus behavior
Repeating the message when the objection comes — the single focus of the next rehearsal.
Key utterance
“I should have told you myself why we made this call.”
Why articulation
The reason landed in one sentence, in the other side’s own language.
Setting commitment
A shared draft by Friday: you own it, I will review.
Sample output: evidence sentences come from the conversation record; no score is produced.
The candidate enters a real work scenario and answers with behavior — what goes on record is the reaction in the moment, not a prepared answer. Instead of watching raw video, the evaluator reads a summary split into dimensions with evidence sentences. Every candidate meets the same scenario, which standardizes the impression brought into the decision meeting — first impressions and charisma do not get ahead of actual behavior. The evaluator sees what the candidate did rather than what they said, which puts the hiring decision on more concrete ground.