Decision Room

The Decision Room is the single page where you decide on a candidate. It aggregates every attempt the candidate has made in your workspace, the full integrity evidence for each, your screening history, your notes, and the explicit limits of what the assessment can tell you — so a strong result is a strong result, and a weak or assisted one is clearly flagged for your review.

What the page shows

The cohort and percentile

A bare score is undecidable. The same 68 invites every reviewer to apply their private scale, which is how two people disagree while both believing they applied the same bar.

The Decision Room shows the candidate's score with a percentile against their peers — same organisation, same role. The percentile is null when the cohort is too small to characterise, and the reason (for example, "only 3 peers") is shown in place of a number. A small cohort is information, not a missing feature.

Verdicts, history, and audit trail

Every change to a candidate's verdict is recorded in the history. Each event records:

• Kind — screening verdict, recommendation override, shortlist add or remove, advance.
• Source — HUMAN, SYSTEM (mirrored automatically from another part of the product), or POLICY (decided by the bar, not by a person).
• Actor — the user who acted, when the policy decided.
• Reason — the optional reason provided.
• From / to — what changed.

This log is the answer to "why was this candidate rejected in March" a year later.

Limits and what to ask in the interview

Every assessment has limits. The Decision Room states them explicitly rather than hiding them:

• "The candidate was not asked system design."
• "No problem tested concurrency."
• "Video is missing for the first 5 minutes."

A stated absence is more useful than an empty section, because you know what to probe in the next round.

Notes

Add private notes from the page. Notes are visible only to your workspace and only to people who can see the candidate.

What to do next