Scoring System
How Hirebix Scores Your Candidates
Every resume is evaluated through a rigorous, multi-dimensional AI analysis. No black boxes. Every score comes with evidence, reasoning, and full transparency.
2-Stage
Analysis pipeline
5 Sub-Scores
Per requirement
100%
Evidence-backed
Two-Stage Analysis
From Upload to Score in Minutes
Every resume passes through two AI analysis stages. The first checks structural fit. The second performs a deep, evidence-based evaluation.
Granular Evaluation
5 Sub-Scores Per Requirement
Each job requirement is broken into 5 independently scored dimensions. This mechanical approach prevents inflated scores and creates meaningful differentiation between candidates.
Score Breakdown
What the Screening Scores Mean
Candidates are scored 0-100 and placed into five clear tiers. Most candidates score between 30-60. A score above 65 means the candidate is genuinely strong.
80 - 100
~3% of candidates
Top Candidate
Exceptional fit. Clear evidence across all criteria with quantified impact.
Suggested action: Advance immediately
65 - 79
~12% of candidates
Great Fit
Strong evidence of relevant skills and experience. Minor gaps may exist.
Suggested action: Advance to next stage
55 - 64
~15% of candidates
Good Fit
Decent alignment with some gaps. Worth exploring if your pipeline needs depth.
Suggested action: Phone screen to probe gaps
36 - 54
~35% of candidates
Partial Fit
Significant gaps in key areas. Missing evidence for important requirements.
Suggested action: Likely decline
0 - 35
~35% of candidates
Low Fit
Missing key requirements. Little to no evidence of alignment with the role.
Suggested action: Decline
Profile Quality
Trust Score: How Reliable Is This Profile?
Before screening, every candidate profile is scored for completeness, verification, and data quality. This helps you know how much to trust the screening results.
Quality Control
Automatic Red Flag Detection
The AI actively looks for resume issues that experienced recruiters catch. Detected issues result in point deductions with specific evidence cited.
Keyword Stuffing
Skills listed without any context in work experience
Vague Claims
"Responsible for" or "involved in" with no measurable outcomes
Contradictions
Claims that conflict with timelines or other resume sections
Inflated Titles
Job title not supported by the described responsibilities
Copy-Paste Descriptions
Nearly identical bullet points across different employers
Fair & Equitable
Built to Reduce Bias, Not Amplify It
Our scoring system is designed to evaluate what candidates can do, not where they come from. Every design decision prioritizes substance over background.
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