TrueRole can help you see what a candidate’s materials tell you—and what to ask next. Your experience and conversations with the candidate still matter. Here’s a simple way to bring them together.
Start with what the role needs
Before reviewing a candidate, take a fresh look at the requirements. Do they reflect the work this person will actually do? Which skills are essential, and which could they learn on the job?
Clear, relevant criteria give your team a shared starting point. If the role has changed, agree on what matters before using an evaluation to guide your next step.
Look behind a finding
When an assessment catches your attention, open the material behind it. Read the résumé, work sample, or interview note in context.
Ask yourself:
- Does this material support the finding?
- Is it clear what the candidate contributed?
- Is there anything we still need to understand?
AI can miss things or get them wrong. A clear explanation helps you check a finding; it doesn’t make the finding correct.
Make room for a conversation
A gap in the materials isn’t necessarily a gap in someone’s ability. It may simply mean they haven’t had the chance to tell you about it.
Here’s a fictional example: a product designer’s case study describes a successful launch but says little about how results were measured. You could ask:
“What did you track after launch, what did you learn, and how did that shape your next decision?”
Their answer gives you something new to consider. Keep the question open so they can add context, rather than just confirm an assumption.
Bring your team into the review
Add what you learned in interviews and compare notes. Be clear about what you observed and what you inferred from it.
When reviewers disagree, return to the role and the evidence. A difference of opinion can point to a question worth exploring together.
Decide what happens next
Before advancing, rejecting, or hiring someone, talk through what supports the decision and what remains uncertain. Would another conversation or a relevant work sample help?
Shared criteria can make your review more consistent. They don’t guarantee an unbiased outcome. Keep checking the criteria, the information you rely on, and your team’s judgment as you go.
Know how candidate information is handled
Share only information your organization is authorized to use for hiring. Visit Trust & privacy for answers about who can access it, how AI uses it, and what happens when you request deletion.
To see these steps in the product, follow From résumé to interview with TrueRole.