Every score, tied to the moment behind it.
This is what your team gets after a candidate’s simulation: an illustrative sample, not client data. One product lead, one 20-minute run, three skills on the record.
What the interview leaves unfound.
Same candidate, same week. One record you have to take on trust, and one you can replay.
Hit contradictory data and paused the launch to re-pull it before committing a date.
Verification 91
Client threatened to walk. Traded scope instead of promising both, and put a date on the trade.
Negotiation 82
Briefed the VP with the data when the client escalated, and kept the account.
Prioritisation 86
claims you can verify. Any of them could come from a prep tool in seconds.
decisions on the record. Timestamped, scored and replayable.
Illustrative sample report
One candidate, read end to end.
This is the whole report a hiring team receives after one simulation. The numbered notes explain how to read each part.
Candidate 0417
Senior Product Lead · Scenario: Q3 launch, seed #8813 · Run 20:00
Verified before committing, held a scope trade under client pressure, and briefed the VP with data when the account was at risk. Probe: whether they slow down when speed matters more than certainty.
Hit contradictory data and paused the launch to re-pull it before committing a date.
Left the engineering lead’s question unanswered for four minutes while working the client thread.
Client threatened to walk. Traded scope instead of promising both, and put a date on the trade.
Briefed the VP with the data when the client escalated, and kept the account.
- 07:15“You paused the launch. What would have made you ship on Thursday instead?”
- 11:02“Engineering waited while you handled the client. How do you decide who waits?”
Advance to interview. Unfound recommends; your team decides.
Watch the moment behind the number.
Every score opens onto the run that produced it. This is the replay behind Verification 91.
Scored from this decision and two others like it in the same run. Replay any of them before you trust the number.
What 91 vs. 82 actually means.
Scores run from 0 to 100 against the role’s rubric. Read them as a summary of behaviour, then check the moments behind them.
- 91Verification: checked the data every time it mattered, including with a deadline and an angry client in play.
- 82Negotiation: held the trade under pressure, but the replay shows one concession made earlier than it needed to be.
The bands
Did this reliably, including when an agent pushed back.
Did it most of the time. Check the moments where it slipped.
Worth probing in the interview; the replay shows exactly where.
Repeatedly chose against this skill when it mattered.
Comparing candidates
- •Skill by skill, not by average. 91 and 60 is a different hire from 76 and 76.
- •Weight what the role needs. A sales hire leans on negotiation; an analyst on verification.
- •Close scores, read the evidence. Two candidates a few points apart may have made very different calls. Replay both.
- •Use it to plan the interview, not to replace it.
Rigorous for your team, useful for the candidate.
Scoring built on decades of behavioural research
Every score comes from what the candidate did in the run, read against the role’s rubric, never from how well they described it.
Give every candidate feedback worth having
Most candidates never hear back. Yours get a personalised report of how they performed in the simulation, automatically, every time. It’s transparency the rest of the market can’t offer, and it turns even rejected candidates into advocates.
Reports are fully customisable to your brand, so every touchpoint reinforces your employer identity.
