Competency interviews

Prosli interviews candidates against the competencies a role actually requires, not a fixed list of questions. The interview is the primary source of truth — not the resume.

Role competencies

When a role is created, Prosli derives its competencies from the title, description, and requirements (grounded in your Company DNA). Each competency has:

• an importance — must-have, important, or nice-to-have;
• a plain definition of what it means;
• what strong evidence looks like; and
• a verification focus for the interview.

Adaptive by design

The interview engine is a verification planner. On every turn it:

1. judges which competencies are still unproven or only partially shown,
2. picks the next one to probe,
3. asks a single question with a clear objective (reasoning, problem-solving, decision-making, or a scenario), and
4. challenges thin or generic answers with a follow-up.

It stops probing a competency once there is real evidence, and ends the interview once the must-have and important competencies are covered — so strong candidates are not padded with filler questions and weak answers are not left unexamined.

Verified, partial, or unproven

Every competency ends in one of three states, each backed by the evidence that produced it. There are no invented scores — a verdict always points to something the candidate actually said.

Configurable per role

You can tune each role's interview: difficulty, interviewer personality, the number of primary questions, and any company-specific questions you want asked verbatim. A short screening stage runs first as context and warm-up; the competency interview is the core.