AI assessment for recruiter competency
Rubric-graded, human signed-off. Not a quiz generator.
Free plan - no card required.
Scorafy is the assessment-feedback layer for recruiter onboarding and talent-acquisition L&D. It reads a recruiter's open-ended submission - a written intake or job brief, a structured interview plan, a candidate evaluation or a recorded mock screen - then scores it against your own rubric with cited evidence taken from the work. A reviewer such as a TA leader or enablement lead checks every result and signs off before it is recorded, so no judgement is made by software alone. It is not an ATS or sourcing tool - it reads the submission the way a leader would and handles the grading and feedback alongside the tools you already use.
What you assess for recruiter competency
- Running an intake with a hiring manager, including defining the role, the must-haves and a fair scorecard before sourcing
- Conducting a structured interview and evaluating candidates on evidence rather than gut feel
- Recognising and avoiding bias, and keeping the process fair and consistent across candidates
- Managing the hiring manager and the process, including pushing back on an unrealistic brief
- Candidate experience, including clear communication, timely feedback and a well-handled offer
A worked rubric criterion
You define the criteria and levels. Scorafy grades each answer against them, with the evidence.
Criterion
Runs a structured interview and evaluates a candidate on evidence
Why a quiz won't cut it
A multiple-choice quiz can confirm a recruiter knows what a structured interview is, but it cannot show whether they can actually run a sharp intake, interview for evidence, or resist bias under hiring-manager pressure. Recruiting skill is judgement applied to people decisions, and it lives in how a recruiter runs a conversation and justifies an evaluation. Scorafy grades that open-ended evidence against your rubric, so you assess how the recruiter actually hires, not whether they passed a process quiz.
Written, video, audio or file
Video and audio matter for recruiting because screening is a spoken skill. A recruiter can upload a recorded mock screen or intake conversation, and Scorafy assesses the actual interaction against your rubric - how they questioned, listened and evaluated - rather than a written summary of it. Written artefacts such as a scorecard or candidate evaluation are assessed alongside the recording.
A qualified person signs off
Scorafy drafts the scoring against your rubric and references the evidence. A qualified assessor reviews every result, overrides anything, and finalises it. The AI score is kept alongside the human-final score as an audit trail, so no decision is solely automated and every result can be explained.
Compliance and defensibility
Recruiting decisions carry fairness and legal exposure, so a human reviewer should confirm a recruiter is ready. Scorafy is built compliance-first under the GDPR and the EU AI Act, which matters when assessment evidence can include candidate scenarios. A reviewer checks and signs off every result - there is no solely-automated decision. Every score keeps an audit trail showing the cited evidence and the reviewer who confirmed it, which gives the team a consistent, defensible record of who was assessed ready and on what basis.
Frequently asked questions
Can Scorafy assess a recorded mock screen or intake?
Yes. A recruiter can upload a recorded screen or intake conversation, plus a written scorecard or evaluation. Scorafy assesses the interaction against your rubric, cites what supports each judgement, then a reviewer such as a TA leader signs off.
Can the rubric reflect our own hiring process and scorecards?
Yes. You write the rubric, so it can require recruiters to follow your intake format, interview structure and evaluation standard. Scorafy grades the evidence against those criteria and shows the reasoning behind each score.
Does software decide whether a recruiter passes onboarding?
No. Scorafy drafts the scoring against your rubric and shows its reasoning, but a reviewer checks, can override any score, and signs off before the result is recorded. No onboarding decision is made by software alone.
Is Scorafy an ATS or sourcing platform?
No. Scorafy is the assessment-feedback layer. It grades open-ended recruiting work such as mock screens and scorecards against your rubric, and it works alongside whatever ATS, sourcing or LMS tools you already use.
See it on your own rubric
Start free, build one rubric, and run a real submission through it before you decide.