Interview every candidate against the same standard.
Confirm the competencies that matter for the role. ProofDive’s AI Interviewer conducts the interview, assesses the evidence and gives your team a consistent view across candidates.
Availability and permitted use may vary by jurisdiction.
Start with one role
Book a demoThe interview should be consistent. It often isn’t.
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Interviewers probe differently, so candidates get different interviews.
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Notes and memory make good answers hard to compare.
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What sounds impressive isn’t always what the candidate showed.
Every candidate is assessed against the same competencies using a consistent standard.
Set the standard. Let ProofDive take care of the interview.
Add the role and job description. ProofDive recommends the competencies most relevant to the role, and your team confirms them.
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01
Add the role.
Start a new position with its title and job description.
Positions Start New Position
JD TitleGraduate Analyst
JD DescriptionYou’ll analyse sales and customer data, own your weekly reporting from start to finish, work with teams across the business build your knowledge of our tools and markets.
Generate Interview Link
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02
Confirm the competencies.
Every candidate is assessed against the same confirmed competencies, using a consistent evidence standard.
Graduate Analyst Core Four
Suggested from the job description
- Analytical Thinkingfrom ‘analyst’, ‘data’
- Ownership and Drivefrom ‘own’
- Collaboration and Inclusionfrom ‘teams’
- Technical Applicationfrom ‘build’, ‘tools’
ConfirmConfirmedHave your own competency language? We’ll configure the interview with you.
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03
The conversation responds.
Every candidate is asked the same core questions for the role. ProofDive adapts its follow up questions to each answer, probing for relevant evidence while keeping the assessment standard consistent.
Graduate Analyst InterviewCore question 2 of 4
- Core question
With the project behind schedule, what did you tackle first?
- Candidate
“There was a lot to sort out, so I started with the client demo because it had the tightest deadline.”
- AI Interviewer follow-up
What did you have to deprioritise to protect the demo?
- Core question
See the evidence. Compare the candidates.
Sorted by Overall Score, highest first
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RMRiya Mehta4.6
Riya Mehta4.6 / 5Evidence Report · 2 Oct, 21:14
- Analytical Thinking4.7
- Ownership and Drive4.5
- Collaboration and Inclusion4.4
- Technical Application4.8
What carried the score Technical Application · 4.8
“In my final year consulting project, I cleaned the survey data in Excel and built the core analysis in Power BI, checking missing responses and inconsistencies before using the results.”
What held it back Collaboration and Inclusion · 4.4
Said what they did; less on how they worked with each teammate differently.
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JOJames Okafor4.3
James Okafor4.3 / 5Evidence Report · 30 Sep, 08:52
- Analytical Thinking4.4
- Ownership and Drive4.2
- Collaboration and Inclusion4.5
- Technical Application4.1
What carried the score Collaboration and Inclusion · 4.5
“Two of us were doing everything. I asked each person what they wanted to own, split the work that way and checked in twice a week. Everyone presented a part.”
What held it back Technical Application · 4.1
Named the tool, not how they used it.
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SKSara Khan4.1
Sara Khan4.1 / 5Evidence Report · 3 Oct, 19:40
- Analytical Thinking4.2
- Ownership and Drive3.9
- Collaboration and Inclusion4.4
- Technical Application3.9
What carried the score Collaboration and Inclusion · 4.4
“Our society committee had split into two camps over the budget. I met each side, wrote down what each needed, and we agreed one plan at the next meeting.”
What held it back Ownership and Drive · 3.9
Didn’t say what risk they saw early, or acted to prevent.
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ABAdam Brooks4.0
Adam Brooks4.0 / 5Evidence Report · 1 Oct, 13:05
- Analytical Thinking4.1
- Ownership and Drive4.0
- Collaboration and Inclusion3.8
- Technical Application4.1
What carried the score Analytical Thinking · 4.1
“Our society’s ticket sales dropped one term. I compared sales week by week against our posts and found the drop began when we stopped posting in the course group chat.”
What held it back Collaboration and Inclusion · 3.8
Worked it out alone; little on bringing others in.
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TATomás Álvarez3.8
Tomás Álvarez3.8 / 5Evidence Report · 1 Oct, 12:05
- Analytical Thinking3.6
- Ownership and Drive4.1
- Collaboration and Inclusion3.7
- Technical Application3.8
What carried the score Ownership and Drive · 4.1
“I ran our stall at the open day. When the stock arrived late, I rang the supplier, borrowed a van and had it set up before the doors opened.”
What held it back Analytical Thinking · 3.6
Described the fix, not the trade off they made.
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LFLucy Fraser3.6
Lucy Fraser3.6 / 5Evidence Report · 2 Oct, 10:31
- Analytical Thinking3.5
- Ownership and Drive3.9
- Collaboration and Inclusion3.6
- Technical Application3.4
What carried the score Ownership and Drive · 3.9
“I ran the weekly stock count at my part-time job. When the numbers stopped matching, I kept a log for a month until we found the delivery that was counted twice.”
What held it back Technical Application · 3.4
Didn’t say which checks or tools they used.
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HDHannah Doyle3.4
Hannah Doyle3.4 / 5Evidence Report · 29 Sep, 22:31
- Analytical Thinking3.5
- Ownership and Drive3.6
- Collaboration and Inclusion3.0
- Technical Application3.5
What carried the score Ownership and Drive · 3.6
“I kept the food bank’s volunteer rota and covered the gaps myself when people dropped out.”
What held it back Collaboration and Inclusion · 3.0
Said ‘we’ throughout; their own part wasn’t clear.
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PGPriya Gill3.1
Priya Gill3.1 / 5Evidence Report · 29 Sep, 17:48
- Analytical Thinking3.0
- Ownership and Drive3.3
- Collaboration and Inclusion3.2
- Technical Application2.9
What carried the score Ownership and Drive · 3.3
“When the hand-in date moved forward, I took over our group’s report and finished the last two sections myself.”
What held it back Technical Application · 2.9
Said what was done, not how they knew it was right.
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CWChloe Walsh2.9
Chloe Walsh2.9 / 5Evidence Report · 4 Oct, 07:18
- Analytical Thinking3.1
- Ownership and Drive2.8
- Collaboration and Inclusion3.0
- Technical Application2.7
What carried the score Analytical Thinking · 3.1
“The survey had a lot of blank answers, so I took them out before working out the averages.”
What held it back Technical Application · 2.7
Gave a definition, not an example of using it.
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EMEthan Morris2.6
Ethan Morris2.6 / 5Evidence Report · 4 Oct, 09:12
- Analytical Thinking2.7
- Ownership and Drive2.5
- Collaboration and Inclusion2.8
- Technical Application2.4
What carried the score Collaboration and Inclusion · 2.8
“We split the presentation into parts and I made sure everyone knew which slides were theirs.”
What held it back Technical Application · 2.4
Stayed general; no example of their own knowledge in use.
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NPNikhil Patel2.3
Nikhil Patel2.3 / 5Evidence Report · 2 Oct, 16:47
- Analytical Thinking2.4
- Ownership and Drive2.1
- Collaboration and Inclusion2.5
- Technical Application2.2
What carried the score Collaboration and Inclusion · 2.5
“I helped my group finish the presentation on time.”
What held it back Ownership and Drive · 2.1
No example of something they owned from start to finish.
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LBLeah Bennett1.9
Leah Bennett1.9 / 5Evidence Report · 30 Sep, 18:09
- Analytical Thinking1.7
- Ownership and Drive2.1
- Collaboration and Inclusion2.0
- Technical Application1.8
What carried the score Ownership and Drive · 2.1
“I always make sure my work gets done.”
What held it back Analytical Thinking · 1.7
Described what happened, not why, or what they did about it.
No reports match.
Every Evidence Report shows
- Competency scores on the Core Four
- The evidence behind each score
- Strengths and gaps
Your hiring team can
- Compare candidates for the same role
- Open any Evidence Report
- See why each score landed
The AI asks. Your team decides.
ProofDive
- Conducts the interview
- Asks follow-ups
- Assesses the evidence
- Produces the Evidence Report
Your team
- Reviews the evidence
- Considers the wider hiring context
- Shortlists and makes the hiring decision
Candidates are told they’re interviewing with an AI Interviewer.
Hear more than the answer. See the evidence behind it.
You don’t need to change your hiring process to see how it works. Start with one role.
- 01Add the role
- 02Confirm the competencies
- 03Invite candidates
- 04Review the evidence