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KASAUTI IQ

Interview reports a reviewer can check line by line.

After the call, a report is drafted from the transcript, the panel's scorecards and the code. Every score points to the candidate's own words and the time they said them. A person edits it, decides and signs it off.

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Interview ReportSample data

Backend Engineer · Round 2

Drafted from the transcript · 3 questions

Draft · Needs Sign-Off

  • Preventing double-processing of jobs

    strong

    “only succeeds while the row is still unclaimed” 24:09

  • Indexing a slow report query

    adequate

    “I'd check the plan before adding an index” 31:47

  • Retry strategy for a failing webhook

    weak

    “I'd retry it straight away until it works” 38:20

Suggested recommendationYes

Report structure

The same ten parts, in the same order, every time.

Reviewers know where to look, and two candidates for the same role can be read side by side.

  1. 01

    Header

    Candidate, position, interview level, date, length and the panel. Taken from the interview record, not written by the AI.

  2. 02

    Summary

    What happened and what was shown, in at most 120 words.

  3. 03

    Scores

    Five areas scored 1 to 5, each with a reason of at most 60 words and up to 3 quotes.

  4. 04

    Questions Asked

    Every question the candidate was asked, including ones asked out loud, with a summary of the answer, how well it was answered and the quotes behind it.

  5. 05

    Panel Feedback

    What the interviewers' scorecards say, where they disagree with each other or with the transcript, and every scorecard side by side.

  6. 06

    Strengths and Concerns

    Specific to the job and traceable to the transcript, the notes, the feedback or the code.

  7. 07

    Technical

    In technical rounds: what the final code and its runs show about correctness, approach and testing.

  8. 08

    Proctoring

    The integrity signals, stated as facts with their times, and a reminder that they can be false alarms.

  9. 09

    Open Questions

    What a follow-up round should probe, given the gaps or doubts in this one.

  10. 10

    AI Suggestion

    A suggested recommendation, shown last and labelled as a suggestion.

Kept apart

What they can do, what was flagged, and what you decide.

Three different things, shown in three separate places. Integrity signals never lower a score, and the AI's suggestion never becomes the decision.

Capability

Scored from what the candidate said, with quotes.

ScoresSample data
  • Technical Knowledge4 / 5
  • Problem Solving4 / 5
  • Reasoning and Decisions3 / 5
  • Communication4 / 5
  • Ownership and Role FitNot Assessed

“I'd return an empty list first.” 13:05

Average of 4 scored3.8 / 5 · Better

Integrity

Listed with times, for a person to check in the recording.

ProctoringSample data
  1. 06:12Switched to another tab, back after 14 s
  2. 11:40Pasted 312 characters into the editor

Automatic signals can be false alarms: lighting, glasses, a second screen for notes. Check the recording before drawing any conclusion.

Not scored. Not part of the average.

Decision

Made by the reviewer, next to the AI's suggestion.

Finalise ReportSample data
AI SuggestionNot Enough Evidence
Your Final Recommendation
Strong YesYesNoStrong No

Finalising locks the report and the panel's feedback.

Definitions

What every rating means.

The same definitions apply to every report, scaled to the role's experience range and the interview level. An L1 screen is judged less deeply than an L3.

The five areas

Technical Knowledge
Knowledge of the job's domain and skills.
Problem Solving
Logical thinking and working through a problem.
Reasoning and Decisions
Weighing options and trade-offs, and deciding.
Communication
Explaining clearly and precisely. Never accent or fluency.
Ownership and Role Fit
Ownership and fit for this role's responsibilities, from what the candidate said and did.

The 1 to 5 scale

1
Little or no evidence of the ability, or clear gaps on basic points.
3
Solid and expected for the level, with some gaps or prompting needed.
5
Exceptional for the level: precise, complete, beyond what was asked.
Not Assessed
The transcript holds no evidence for it. The report never guesses a score.

Each answer

Every question the candidate was asked gets one of four ratings, with the quotes behind it:

  • Strong
  • Adequate
  • Weak
  • Not Answered

Not Answered is its own rating, so a skipped question is never mistaken for a weak answer.

The suggested recommendation

Strong Yes, Yes, No or Strong No, only when the evidence clearly supports it. Otherwise the suggestion is Not Enough Evidence. The performance band works the same way: it reads Not Enough Evidence when fewer than 3 areas could be scored or the candidate spoke for less than about five minutes in total.

The scorecards are an input, not the answer: the report scores from the transcript and points out where the panel and the transcript disagree.

Evidence rules

Every claim is quoted, and every quote is real.

Each time in a report opens the recording at that moment, so a reviewer can hear the answer for themselves.

Quotes are checked
Every quote is matched against the transcript word for word, allowing for punctuation or a misheard word. A quote that isn't there is removed, and its time comes from the transcript, not the AI.
No evidence, no score
If every quote behind a score is removed, that area becomes Not Assessed instead of keeping an unsupported number.
Job-related only
Age, gender, ethnicity, religion, disability, accent, appearance and similar are never mentioned or weighed. Nervousness, pauses and filler words aren't penalised.
No guessing about cheating
Integrity signals are reported as what happened and when. The report doesn't speculate about why.

Review and sign-off

A draft until a person finalises it.

  1. 01

    Drafted

    Once the transcript is ready. No draft is made if the candidate didn't agree to AI help, if your company has AI reports turned off, or if there is no transcript.

  2. 02

    Reviewed

    A reviewer checks it against the recording and edits any part. The AI's own version is kept unchanged beside the edits. The report can be drafted again, keeping the edits unless the reviewer discards them.

  3. 03

    Finalised

    The reviewer chooses their own final recommendation. The report and the panel's feedback are then locked, and the activity log records who finalised it and when.

  4. 04

    Shared

    Panel members allowed to read reports see it only once it is final, so nobody relies on an unreviewed draft. It can be saved as a PDF.

Analytics

See how the panel is interviewing, not just who passed.

Dashboards for every role, over the last 7, 30 or 90 days or any period up to 366 days. Counts are worked out in the database for your company only.

  • Spot interviewers who rate much higher or lower than the rest of the panel.
  • See whose feedback is overdue and how long feedback usually takes.
  • Check how often each interviewer's yes or no matched the final decision.
Your Ratings · Last 90 DaysSample data
Your RatingsWhole Panel
Average rating out of 5 per area
AreaYour RatingsWhole Panel
Technical Knowledge4.23.6
Problem Solving3.13.4
Reasoning and Decisions3.83.5
Communication4.43.7
Ownership and Role Fit3.03.6
Company
People who can see the company dashboard
Open positions, candidates by stage, interviews by status, final reports by band and recommendation, upcoming interviews, overdue feedback, AI use.
Recruiter
People who schedule interviews
Their own positions and interviews: candidates by stage, feedback still pending, the newest candidates with their match scores.
Interviewer
People who conduct interviews
Upcoming interviews, feedback they still owe, and their own ratings beside the whole panel's.
Panel
People who can see the dashboard and the team
Per interviewer: interviews, late joins, how often and how quickly they give feedback, their ratings against the company average, and how often their yes or no matched the final report.
Levels
People who can see the company dashboard
Per interview level: interviews, candidates, how many went on to a later level, average length and average score.

Questions about reports

No. It drafts the report and may suggest a recommendation. A reviewer edits the draft and sets the final recommendation themselves; the suggestion is never applied on its own.

There is an average, shown beside the five scores it comes from: the plain mean of the areas that could be scored, worked out in code. A band (Best from 4.3, Better from 3.5, otherwise Good) is given only when at least 3 areas were scored and the candidate said enough; otherwise it reads Not Enough Evidence. Integrity signals never count towards it.

No. Finalising locks the report and the interviewers' feedback, so what was decided stays on record.

People with permission to review interviews can read and edit drafts. People on the panel who are allowed to read reports see only the final version of interviews they took part in. Access is checked on the server for every request.

Yes, in your company settings. Interviews, recordings, transcripts and scorecards work the same without them.

See it with your own hiring process.

Tell us the roles you hire for. We'll walk through an assessment, an interview and its report, built around one of them.

Book a DemoSee Pricing
  1. 1

    We reply within one working day to agree a time and the roles to cover.

  2. 2

    A 30-minute walkthrough of the product with your own positions.

  3. 3

    A pilot if it fits with a defined group of candidates.

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