Candidate signals
Read the conversation evidence a meeting produces — grounded in what the candidate actually said, never a personality read.
Prerequisites: a recorded, transcribed interview in Club Meet. Signals exist only where consent allowed recording.
What candidate signals are
When an interview is recorded and transcribed, the transcript is analyzed to surface the substance of the conversation. The result is a set of signals you can use as input to a hiring decision:
- a summary of the conversation and its key moments,
- skill observations with quoted evidence — the specific phrase in the transcript that supports each observation,
- action items and follow-up points raised in the call,
- an overall read on engagement and the tone of the exchange.
These are drawn from the meeting itself. They describe what happened in the conversation, not who the candidate is as a person.
Conversation evidence, not a personality read
This distinction is the whole point, and the product holds the line on it deliberately.
Signals report observed work-sample behavior only. They are not a clinical, psychological, or personality diagnosis.
A signal points back to evidence: a skill observation quotes the moment in the transcript that prompted it, so you can check the source rather than trust a label. The analysis scores what was demonstrated in the conversation — clarity, relevant experience, how a problem was reasoned through — and stops there. It does not infer personality traits, and it does not produce a psychometric or clinical profile.
Read signals as evidence to check, not a verdict
A signal is a pointer to something the candidate said, not a score that decides the outcome. Open the quoted evidence, judge it in context, and weigh it alongside your structured scorecard. The scorecard remains the record your decision stands on.
How to use them
Start from the summary
Read the conversation summary the same day, while the interview is fresh. It gets a teammate who was not in the room up to speed in minutes.
Check the evidence behind each observation
For any skill observation that matters to the decision, open the quoted transcript moment. Confirm the observation reflects what was actually said, in the context it was said.
Feed your scorecard, not replace it
Use signals as structured input — they surface exchanges you might have missed — but record your judgment on the scorecard. Signals inform; they do not decide.
What signals are not
- They are not a personality test. Club Meet does not turn a conversation into a personality, psychological, or clinical assessment.
- They are not a substitute for human judgment. A quoted observation still needs a person to weigh it against the role.
- They do not exist without consent. No recording means no transcript, which means no signals.