Insurance hiring · structured screening
Five voice scenarios. One anchored rubric. A human decision at the end of it.
Candidates hold five short conversations with scenario personas. Each transcript is scored against a published 1–5 behavioural rubric, weighted to the requisition, and put in front of a reviewer who can override any score with a recorded reason.
Same five scenarios, every candidate
Scenarios unlock in order and run 3–4 minutes each, so every applicant answers the same structured prompts under the same conditions.
Weighted to the actual role
Describe the person you need and the weighting is proposed with a rationale per competency — adjustable, and always summing to 100%.
Override, never overwrite
A reviewer's adjustment sits alongside the original AI score with a mandatory reason, and every change lands in the audit log.
The five competencies
- Interpersonal Rapport & Communication
- Builds genuine rapport, listens actively, adapts style to the person in front of them.
- Persuasive Sales Orientation
- Uncovers needs, positions relevant solutions, handles objections, moves toward a close.
- Teamwork & Collaboration
- Resolves conflict constructively, coordinates with colleagues, takes ownership.
- Resilience & Composure Under Pressure
- Stays regulated and effective under stress, criticism, or workload.
- Customer-Centric Problem-Solving & Judgment
- Diagnoses an ambiguous situation and reaches a sound, policy-consistent call.
The scenario map
- S1New Customer Discovery Call
- S2Quote Presentation & Price Objection
- S3Colleague Error Affecting a Client
- S4Irate Customer Complaint
- S5Ambiguous Coverage Judgment Call
These competencies are useful predictors, not deterministic ones — situational judgment tests sit around .34 corrected validity. The tool is positioned as one structured input alongside human judgment, never an automatic pass/fail gate.