Categories
Three defaults — all renamable
Recruiters can rename, remove, or add categories to match how they already evaluate for a given role.
Driven
RenamableMotivation, Initiative & Ownership
Takes initiative, pursues improvement, follows through, and takes responsibility for outcomes.
Measures
- • Initiative
- • Motivation
- • Ownership
- • Continuous improvement
- • Accountability
- • Persistence
Evidence examples
- — Volunteered for projects
- — Solved problems independently
- — Improved systems
- — Went beyond minimum expectations
Humble
RenamableCharacter & Team Orientation
Accepts feedback, admits mistakes, gives credit to others, and prioritizes team success over personal recognition.
Measures
- • Coachability
- • Accountability
- • Team orientation
- • Credit sharing
- • Learning mindset
Evidence examples
- — Accepted responsibility
- — Credited teammates
- — Learned from mistakes
- — Accepted constructive criticism
People Smart
RenamableInterpersonal Effectiveness
Communicates effectively, builds trust, understands interpersonal dynamics, and works successfully with different personalities.
Measures
- • Communication
- • Relationship building
- • Collaboration
- • Conflict management
- • Emotional awareness
- • Customer interaction
Evidence examples
- — Built trust
- — Managed difficult conversations
- — Adapted communication
- — Worked across different personalities
Evidence Classification
Not a score. A judgment about the evidence itself.
RecruiterLens summarizes what was demonstrated during the interview — and how strongly.
Multiple specific, measurable examples.
At least one clear example with context.
Only general statements; few specifics.
Answers conflict with earlier ones.
Topic not explored enough to conclude.
Traceable Conclusions
Every conclusion cites the answer that supports it
Employers and recruiters can trace any evidence back to the exact response in the interview.
Candidate identified a workflow bottleneck without being asked and shipped a fix that reduced processing time by 32%.
“Nobody asked me to rebuild the onboarding checklist. I noticed we were losing deals in week two, so I mapped it out, automated three approvals, and cut the cycle from 21 days to 14.”