The rating.
The words behind it.

Your brief gives aikho the role requirements and your deal-breakers. When you publish, aikho prepares how those requirements will be rated and an interview plan to explore them. You can read the plan at any time.

Each requirement receives a rating supported by the conversation. The candidate’s answers stay available, so your team can see what the assessment is based on. A rating is an interpretation of the evidence against the role; it is not independent verification of the candidate’s account.

An interview may not explore every topic far enough. Where something did not come up, aikho says so. Missing evidence is not a failed requirement, and an unanswered question is not a negative answer.

That distinction matters when deciding what to do next. A gap might be something your team wants to explore in a later conversation. The report helps you distinguish what the interview established from what still needs checking.

The interview carries most of the weight in the overall view. The CV adds career background when available. Your team can read the supporting answers and print the report, rather than relying on a single result without context.

An overall view and one requirement’s rating describe different things. The stored demo below shows one skill, not a candidate’s complete assessment. The site presents the band word on its own and does not publish a numerical scale, threshold or weighting.

aikho suggests the strongest candidates it has enough evidence on. The suggestions follow defined scoring rules. They help your team choose where to look; they do not make the hiring decision.

Your team decides whom to shortlist and hire. Read the evidence, explore the gaps and arrange your own conversations where needed. Before hiring, check the claims that matter through references or other appropriate checks.

A requirement rule may decline an application when a CV or interview assessment establishes that one of your hard requirements is not met. Missing or uncertain information alone does not establish a failure.

Separately, employers can enable automatic closure of low-scoring applications after a quiet period. This is off by default. It requires a usable score, sufficient interview information and no recorded failure in assessment processing. These conditions do not replace the human decision about whom to shortlist and hire.