Get a 360 candidate view: CV, interview recording, full analysis
5 min read
Clara AI's 360 candidate profile brings together three sources of structured evidence in a single view: CV, a recorded AI phone interview, and a weighted scoring report with written justifications for every requirement.
What a complete candidate profile includes
Three components. Each one serves a different purpose.
CV — Structured work history, education, and certifications extracted from the candidate's uploaded document or LinkedIn profile. Displayed in the same view as the rest of the profile, not as a separate file to open.
AI phone interview — A recorded, transcribed call conducted by Clara AI against role-specific criteria. Clara AI probes for depth, follows up on vague answers, and builds a full transcript that the recruiter can read or replay
Structured scoring report — A weighted score covering requirements, skills, and competencies, mapped to a classification label and backed by written justifications for every criterion scored
The recruiter opens one screen and sees all three. No switching between email attachments, a phone call log, and a scoring spreadsheet.
Consistency: the same standard applied to every candidate, every time
At scale, inconsistency compounds. One interviewer probes vague answers; another doesn’t. One scores generously; another penalizes nerves. Now multiply that across 200 candidates.
Clara AI applies the same evaluation criteria to every candidate for a role.
The shortlist reflects the interviewers as much as it reflects the candidates. Clara AI applies the same evaluation criteria to every candidate for a role.
For example, when hiring warehouse team leaders at Meridian Logistics, every candidate is asked the same questions about forklift operation, team management, and health and safety compliance. Sarah's answer about forklift experience is measured against the same reference description as James's. The 200th candidate is assessed identically to the first.
Clara AI's weighted scoring model ensures that mandatory criteria drive the result.
Speed and compliance as built-in outcomes, not side effects
At scale, the 360 profile is generated before the recruiter opens their laptop.
Clara AI runs calls 24 hours a day.
A candidate applies at 11pm, completes their interview, and by 8am their full profile is ready — CV parsed, call recorded and transcribed, score calculated and classified.
The recruiter's morning starts with a ranked list and complete profiles, not an inbox full of unread CVs.
Every Clara AI evaluation is documented
That speed also produces a compliance outcome. Every Clara AI evaluation is documented: the criteria used, the questions asked, the rubric applied, the score given, and the written justification for every criterion — all recorded, accessible, and traceable.
If a hiring decision is questioned, the answer is in the platform. Not in someone's memory.
This matters increasingly under regulations like the EU AI Act and other regulations globally, which requires transparency about how automated systems contribute to employment decisions.
Clara AI scores and ranks candidates. The recruiter reviews and decides who moves forward.
The platform documents both sides of that interaction — what the AI assessed and what the human decided.
A complete picture, at the speed hiring requires
The goal is straightforward: every hiring decision should be backed by the same quality of information, regardless of the volume of candidates or the time pressure on the team.
The 360 candidate profile — CV, interview, analysis — makes that possible at scale. Clara AI handles the collection and evaluation. Your team handles the judgment.
