Understand the product
AI use & data handling
Time to Interview uses AI to assess each résumé with the full job description, evaluation instructions, and scoring rubric. People review the scores and explanations and decide who progresses.
What the AI evaluates
The assessment uses the full job description and résumé. Six categories receive scores from 0–5, supported by résumé evidence and explanations.
These categories describe what is presented in the documents. They do not independently test skills, verify claims, or establish future job performance.
- Role Alignment: how the described function, responsibilities, and level relate to the job, including relevant transferable experience.
- Capability: evidence of ownership, independent execution, and problem-solving in the work described.
- Skills & Tools: the skills and tools described, with attention to their practical use and depth.
- Impact & Contribution: the results and value attributed to the applicant’s work in the résumé.
- Scope & Complexity: the breadth, scale, and difficulty of work the applicant describes owning or carrying out.
- Communication & Clarity: how clearly the résumé presents experience. It is not an independent test of workplace communication.
How profiles change the view
Weighting profiles combine the same category scores into overall scores from 0–100 and ranked results. The six profiles are Balanced, Direct Fit, High Potential / Career Switcher, Skills-Heavy / Technical Role, Impact-Driven, and Senior / Leadership Leaning.
Start with Balanced for a general view, then choose an emphasis that reflects the role and apply it consistently. Changing profiles does not require another AI assessment. A High Potential score emphasizes evidence of capability and transferable experience; it does not predict future potential.
A strong overall score can combine strengths with weaker areas. It does not confirm that every essential qualification has been met, and small score differences should be read alongside the evidence.
Where your judgment matters
AI can misunderstand, overlook, or draw an incorrect conclusion from information. Read the explanations and check the original application before deciding who progresses.
Résumé claims are not independently verified. Check essential qualifications and arrange any credential or practical-skill checks your hiring process needs. Missing information does not prove an applicant lacks a skill; follow up on uncertainties.
The assessment depends on what the résumé describes. Consider the context of the applicant’s work and relevant transferable experience, including contributions without numerical results. A résumé’s presentation is not the same as the applicant’s ability to do the job.
How applicant information is handled
Before real applicant information is submitted, customers need confirmed information about who receives it, what is shared, where it is processed, retention and deletion, and whether providers use it for training. Those details are not yet finalized for this preview.
The final notice must describe the actual access, deletion, and protection arrangements and provide a confirmed privacy contact. This draft makes no promise about retention, data residency, provider training use, or certifications. Please explore the fictional website sample while these arrangements are confirmed.
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