How Scoring Works
A plain-language explanation of what our scores measure, how the Readiness Score is composed, what it doesn’t measure, and where it can be wrong.
What the AI interviewer asks
Your interview is built from material you provide — your resume and (optionally) the job description you're targeting. The interviewer asks role-appropriate opening questions, then follows up based on your answers, the way a real interviewer would. One question at a time, so you practice answering — not typing.
Question types include behavioral (past experiences, STAR structure), technical (knowledge and problem analysis for your field), and HR-style questions (motivation, fit, working style).
What your interview feedback measures
After each interview, your answers are evaluated on a 1–10 scale for four dimensions: technical depth, communication clarity, confidence, and problem solving. You also get a per-question rating (1–5), what went well, and what to improve in each answer.
Where relevant, feedback also notes whether your behavioral answers covered Situation, Task, Action, and Result (STAR coverage), and whether your answers touched the key skills from the job description (keyword coverage).
How the Readiness Score is composed
The Readiness Score is a 0–100 summary built only from signals generated by your own interviews and resume checks. Each component is normalized to 0–100 and weighted:
| Component | Weight | Source signal |
|---|---|---|
| Technical Skills | 20% | Your technical score in interviews (/10) |
| Problem Solving | 15% | How you analyze and structure problems (/10) |
| Communication | 15% | Clarity and structure of your answers (/10) |
| Behavioral Depth | 15% | Average per-question rating (1–5) |
| Confidence | 10% | Confidence signals in your answers (/10) |
| Answer Structure | 10% | STAR coverage of behavioral answers |
| Role Relevance | 10% | Keyword coverage vs the job description |
| Resume Fit | 5% | Your latest ATS resume check (optional) |
If a component has no data yet (for example, you haven't run a resume check), it's left out and the remaining weights are rebalanced — you'll see which components were missing, not a silent gap. And if an interview doesn't have enough substance to score fairly (too few questions answered), you'll see 'Not enough data' instead of a misleading number.
What the Readiness Score is NOT
It is not a scientific or psychometric assessment. It has not been validated against real hiring outcomes. It does not measure intelligence, personality, honesty, or your potential as an employee. It is a practice tool: a consistent way to see where you stand today and whether you're improving.
It is not shown to employers as a hiring decision. Employers who view opt-in profiles see assessment results as one additional signal — the hiring call is always theirs.
Limitations you should know
AI evaluation is consistent, but not perfect. It can miss nuance a human interviewer would catch, and scores can vary with how much you say — short answers genuinely score lower, which mirrors real interviews but isn't a judgment of your ability. Voice delivery (pace, pauses) is not scored; only the content of what you say is.
If you think a score is off, treat it as a prompt to practice that area — and tell us via the feedback widget so we can keep improving the evaluator.
The best way to understand your score is to earn one.
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