Understand the evidence framework

Availability and report versions#

The new assessment framework is being validated for rollout. Its example is a preview, not a claim that every production interview already uses it. Historical reports remain readable and are not silently rescored. Staffing submissions continue to use their five-fact review workflow.

Step by step#

1. Confirm what the role needs

   In the hiring profile, describe the responsibilities and what a concrete example must demonstrate. Associate each criterion with a core question. Confirm permitted notes, web documentation, live AI assistance and any agreed accommodations before saving the job version.

2. Read the overview

   The report shows how many criteria were covered and the limits of a short interview. There is no new overall suitability score. Supported example means the recorded account meets the criterion's evidence anchors; it remains a self-report.

3. Follow a source

   Select an Answer link on a criterion card. The original answer opens once, with the relevant passage highlighted and its surrounding context intact. Read the question too. Tool names and broad claims alone do not establish capability.

4. Keep collection and assessment separate

   Not asked, Declined, Technical gap and Not relevant describe collection. Supported example, Partial evidence, Conflicting answers and Not established describe the available evidence. Missing data and refusal are not negative performance ratings.

5. Review uncertainty

   An interpretation that cannot pass the contextual check is withheld and marked for human review. Contradictions require both answer passages. Final hiring decisions remain with the recruiter.

Recording and phones#

Recording begins with Start answer and stops with Done or timeout. Devices are released when the session ends and before the report. On phones, microphone and text interviews can continue without screen sharing. Mobile browser emulation is not a substitute for acceptance testing on a real iPhone and Android phone.

An optional photo is not identity verification#

When offered, use Take / choose a photo, preview it, then consent to saving that specific image. You can retake it or delete it. It is a private visual reference for human review, with the recording retention period. VANTA does not send it for face recognition, appearance assessment or liveness verification.

Screen observations are a separate review#

AI screen review is offered only after the new disclosure has been approved and enabled. It requires separate candidate consent before answering. Previously recorded sessions are never backfilled. The chosen screen is sampled about every ten seconds, up to 60 images for a demo or 120 for a company interview.

The session panel shows completed, pending and unavailable samples. A visible tool, tab switch or paste is not proof of misconduct. Missing screen capture has no competency penalty. Recruiters can confirm a visible observation, dismiss it or add context; none of these actions changes the evidence assessment. No findings does not prove the absence of outside help.

When something is incomplete#

A processing failure preserves the saved answer and uses a reviewed question when possible. Video validation is separate from transcription; unvalidated media cannot be played or analysed. A photo or screen-review failure does not establish anything about the candidate. Use the available human alternative when needed.