Method
Chronological walkthrough of every previous role.
Consistency
The same seven-question structure is applied to each role — no ad-hoc detours.
Cross-role view
Patterns, contradictions, and repeated evidence are summarized after the interview.
The Seven Questions
Structured, editable, and applied to every role
What were you hired to do?
“What were you hired to do?”
The AI evaluates
- Clarity
- Understanding of responsibilities
- Ownership
- Scope
- “How did that scope evolve over your time in the role?”
- “What did your manager consider your top priority?”
How was success measured?
“How was success measured?”
The AI evaluates
- KPIs and targets
- Revenue, customer satisfaction, productivity, deadlines
- Team objectives
- “What was the specific target number?”
- “How often were you reviewed against those measures?”
What accomplishments are you most proud of?
“What accomplishments are you most proud of?”
The AI evaluates
- Outcome-focused answers (revenue, cost, efficiency, satisfaction)
- Versus activity-focused answers (team dynamics, enjoyment)
- “What measurable change did that produce?”
- “How did you contribute specifically versus the team?”
“We reduced onboarding time by 32% by rebuilding the checklist and automating three approvals.”
“I really enjoyed the team and the office had a great atmosphere.”
Activity-focused answers are not penalized — they are classified separately. Recruiters can adjust weighting per role.
Describe the biggest challenges or low points.
“Describe the biggest challenges or low points in that role.”
The AI evaluates
- Accountability
- Reflection
- Learning
- Ownership
- “What would you do differently?”
- “What was your biggest mistake?”
- “How did you recover?”
- “What changed afterward?”
Where were your coworkers stronger than you?
Signature feature“Where were your coworkers stronger than you?”
The AI evaluates
- Ability to recognize strengths in others
- Healthy confidence without dismissing peers
- Respect for different expertise
- “Who did you learn the most from, and in what area?”
- “Where did you rely on a teammate's judgment over your own?”
Signature question. The AI summarizes the behavioural evidence — it does not diagnose personality.
Tell me about your manager.
“What was their name, what was it like working with them, and what would they say about your strengths and areas to improve?”
The AI evaluates
- Self-awareness
- Coachability
- Respect
- Ability to receive feedback
- “When did their feedback change how you worked?”
- “What did you disagree on, and how did you resolve it?”
Why did you leave?
“Why did you leave?”
The AI evaluates
- Career progression and growth
- Organizational changes
- Positive motivations
- Professional explanations
- “How did you decide it was the right time?”
- “What did the next role offer that this one didn't?”
Frequent unexplained departures or contradictions are flagged as patterns — a single job change never is.
What the framework will not do
Blame the candidate. Reward blame-shifting. Diagnose personality. Decide who to hire.
Accountability, learning, and self-awareness are surfaced as evidence — never used to punish candidates who describe genuine difficulty honestly.