Candidate scores

Candidate scores help you quickly identify your strongest applicants by ranking candidates based on how well they match your role’s needs. Each applicant receives a score out of 100, calculated using multiple factors from their application and your job template settings.

Our goal is to keep candidate scores both powerful and easy to understand — so you can trust the ranking while still knowing what’s behind it.

📊 What goes into a candidate score?

A candidate score is made up of up to four components. Only components that have enough information available are included in the calculation.

Availability: Availability measures how well a candidate’s availability overlaps with the availability needs you’ve set in the job template.

• Each availability you add to a template has a built‑in importance value.
• Candidates earn points for each availability that overlaps with your needs.
• The more overlap — and the more important the availability — the higher the score.

Availability is also shown as a standalone percentage, which means you can filter applicants by availability fit directly in your applications list

Distance: Distance looks at how far the candidate lives from the job location.

• Candidates closer to the location receive higher scores.
• A perfect distance score is given to candidates who live very close to the location.
• As distance increases, the score gradually decreases rather than dropping off suddenly.
• This ensures nearby candidates are prioritized while still fairly considering those who live farther away.

Screening Question Answers: This component evaluates how a candidate answered your screening questions.

• Each screening question can be assigned an importance level (Low, Medium, High).
• Candidates earn points when their answers match your desired or “good” responses.
• More important questions contribute more heavily to the score.

Only questions with an importance level applied — and that were answered by the candidate — are included.

Experience: Experience can be included if you choose to factor it into a role.

• You can define a minimum years‑of‑experience target on the job template.
• Candidates with experience less than the target will receive a score of 0

⚖️ Candidate score weights

Each component can be weighted differently depending on the role you’re hiring for:

• Not Important: The component is ignored and does not affect the score.
• Important: The default setting. The component contributes normally.
• Critical: The component has a stronger influence on the overall score.

This allows you to emphasize what matters most — whether that’s availability, answers, distance, or experience.

⏱️ Recency adjustment

Candidate scores slightly favor more recent applicants, meaning newer applications receive a small boost compared to older ones.

This helps keep your applicant list fresh while still respecting overall fit.

✏️  Editing candidate score by role
Different roles require different priorities. You can customize candidate scoring for each job template. Open the template for the role you want to edit. Navigate to the Candidate score tab. Review the candidate score components and adjust their weights. Save your changes. Once updated, all new applicants will be scored using your revised criteria.

Keep in mind — Candidate scores are designed to support, not replace, your hiring decisions. Use them as a guide to quickly spot top candidates while still reviewing applications holistically!