Documentation
A plain explanation of what happens between a candidate finishing an assessment and a hiring team seeing a score.
Every assessment has two sections. Listen and repeat prompts test whether a candidate can accurately hear and reproduce spoken English, including retaining detail from longer sentences. Open response prompts ask the candidate to speak freely about a familiar topic, testing grammar range, pronunciation, and how clearly an idea is organized.
Every response is graded against the Common European Framework of Reference for Languages (CEFR), the same A1 through C2 scale used across international English testing. Rather than asking a grader to eyeball a single number, our rubric asks it to choose the specific band description that best matches what was actually heard, for each skill separately. An intermediate band such as B1 to B2 is used when performance sits solidly between two named levels.
Candidates are second language speakers, not native speakers, and the rubric is built around that fact. A foreign accent, first language influenced intonation, a slightly slower pace, or expected second language grammar patterns never lower a band by themselves. Pronunciation is scored on intelligibility, meaning whether a listener can recover the intended words and meaning, and grammar is scored on the clarity and range of what was attempted, not on the presence of any single non native error.
The final CEFR band is computed by our own server logic from the six individual skill bands, not copied directly from a single holistic number the grader suggests. That means the score is always a documented, traceable consequence of the specific bands chosen for completion accuracy, pronunciation, retention, grammar and range, and idea coherence, rather than a number that gets quietly nudged after the fact.
The company portal shows the overall CEFR band, the individual skill scores behind it, a short comment explaining why each band was chosen, and the full transcript and recording for every response. The score is meant to save a hiring team time by pointing to what the next interview should check, not to replace an interview.