Clara AI runs a single voice interview. What comes out of that interview is a structured assessment across three distinct dimensions. Not a single number, but a layered picture of whether a candidate fits the role.

Understanding how each dimension works helps hiring teams configure Clara correctly and interpret the results accurately.

Assessing candidates against requirements

Requirements are the job-specific criteria that make someone eligible or ineligible for this role. They’re drawn from the job description when the vacancy is created and can be reviewed and edited before the job goes live.

Examples: “Minimum 2 years of warehouse experience,” “Must hold a valid driving licence,” “Fluent in Spanish and English.”

Clara evaluates each requirement as mandatory or optional.

Mandatory requirements carry 80% of the requirement category score. Optional requirements carry 20%. A candidate who fails to meet a mandatory requirement is scored significantly lower within that category, regardless of how strongly they perform elsewhere.

Requirements are the hardest filter. They represent the non-negotiable floor for the role.

Technical skills

Skills are the technical and domain-specific capabilities that make a candidate effective in the role, not just eligible for it.

Examples: “Experience operating a forklift,” “Proficiency with Excel and Google Sheets,” “Knowledge of lean manufacturing principles,” “Familiarity with CRM software.”

Clara assesses skills through direct interview questions and follow-up probing.

Candidates are scored on demonstrated knowledge and experience, not just stated claims.

Interpersonal skills

Theses are the behavioural and interpersonal qualities that determine how a candidate operates in a team, under pressure, and in challenging situations.

Examples: “Adaptability,” “Communication,” “Problem-solving,” “Attention to detail,” “Resilience.”

Interpersonal skills are assessed through Clara’s structured behavioural interview techniques.

How the three dimensions combine

Each dimension produces a score. Those scores are combined using a two-layer weighting system: within each category, mandatory criteria are weighted at 80% and optional at 20%; across categories, requirements carry 45%, technical skills 45%, and interpersonal skills 10% (adjustable).

The combined output is a score from 1 to 6, mapped to a classification: Not suitable, possible, good, great, or outstanding.

This appears on the candidate card, in the pipeline view, and in the exported PDF report.

Configuring what Clara assesses

The three-dimension framework is consistent across all roles, but what Clara assesses within each dimension is fully configurable per vacancy.

When a job is created, Clara extracts requirements and skills from the job description automatically. Recruiters review the extracted list, add or remove criteria, and classify each as mandatory or optional before the vacancy goes live.

Competencies are selected from Clara’s library or entered as custom criteria. The selection takes two minutes and determines how the competency section of every interview for that role is structured.

Build your first Clara AI vacancy and configure what it screens for