See how candidates are evaluated. Before you trust the result.
Tarkflo doesn't ask you to trust a mysterious AI score. Every evaluation starts with what the candidate actually said, applies the criteria you define for the role, and gives your team the evidence behind the result.
Candidate response → Scorecard → Evidence → Human decision
Candidate answer, round 2
It stalled at procurement. I should have looped in their finance lead in week one, not week four. Now I map every buyer in the first call.
Discovery
84
Objection handling
92
The score comes from what the candidate said, not how the candidate looked or sounded. Accent, appearance and other irrelevant characteristics are not part of the role evaluation.
What happens after a candidate applies?
Five stages run without anyone on your team touching them. The sixth is the only one that was ever yours.
Runs on its own
01Application
Candidate submits their CV and application.
02Screening
Tarkflo evaluates the application against the role requirements.
03Interview
Qualified candidates complete the configured interview.
04Evaluation
Responses are evaluated against the role's scorecard.
05Evidence
Your team can review the responses and supporting evidence.
Stays with your team
06Decision
Your recruiter or hiring manager decides what happens next. Tarkflo never advances, holds or rejects a candidate on your behalf.
Everything to the left is preparation. This is the hire.
How a candidate score is made
Every interview follows the same basic process. The role defines what matters, the candidate provides the evidence, and Tarkflo connects the two.
01
Transcript
Start with what the candidate said.
The interview is transcribed so the conversation becomes a record your team can review.
02
Scorecard
Evaluate against the role.
Each candidate is evaluated against the skills and criteria configured for that role. Relevant evidence is connected to the evaluation.
03
Result
Get the score and the supporting evidence.
Tarkflo gives you the evaluation along with an indication of how much evidence supports it, so limited information doesn't look more certain than it is.
Score
0
Evidence confidence
0
You define what good looks like
Tarkflo applies your bar. It doesn't set one.
Tarkflo doesn't decide what makes someone right for your company. Your team defines the skills, requirements and evaluation criteria. Tarkflo applies them consistently across the hiring workflow. You set the bar. Tarkflo helps you apply it consistently.
AI recommends. Your team decides.
AI can narrow the list. It doesn't get to choose who joins your company.
Tarkflo can rank candidates and recommend what deserves attention, but the final hiring decision stays with your team.
What shouldn't decide whether someone gets hired?
Hiring should focus on the requirements of the role. Tarkflo is designed to evaluate candidates against job-related criteria rather than irrelevant personal characteristics.
Don't score the appearance
A candidate's appearance shouldn't determine whether they can do the job.
Don't confuse accent with ability
An accent is not the same thing as poor communication.
Don't reward confidence over substance
Strong answers matter more than simply sounding confident.
Don't guess when evidence is missing
If there isn't enough information to support an evaluation, the system should surface that uncertainty.
The goal isn't to make AI sound objective. It's to make the evaluation understandable.
Interview signals
Potential issues are flagged. They don't silently change the score.
If Tarkflo detects an interview signal that may deserve attention, it is surfaced separately from the candidate's role evaluation. Your team decides what it means.
The interview should happen in the language the job requires.
Not every role requires an English-only interview. For frontline, customer support and voice-process roles, Tarkflo can conduct interviews in supported regional languages while keeping the evaluation and reporting consistent. The language can change. The hiring standard doesn't.
Security & control
Your candidate data stays under your control.
Candidate information, interview records and reports are protected with access controls designed to ensure only authorized members of your team can access them.
Full details of what we store, for how long, and how to have it removed.
Read our privacy practicesDon't take AI hiring on faith. See it for yourself.
Create a role, run candidates through the workflow and see exactly what your team gets back.
See the workflow · Review the evidence · Stay in control