Anchor Document
Define what good looks like.
Why the role exists, what context it operates in, the skills it needs, the values it shares, the motivations it rewards. Authored once, snapshot at every seal.
Methodology-grounded hiring
Signal grades by sealed evidence, then surfaces disagreement.
One tool defines what good looks like for the role. A second decides who asks what at which stage. A third seals independent evidence, then compares.
Sign in to Signal →Interview Plan
Decide who asks what at which stage.
Three stages by default: Talent Acquisition Screen, Hiring Manager Depth, Assessment Case. Dimensions distributed across stages and interviewers. No duplication.
Signal grading
Seal independent evidence, then compare.
Score each dimension on its own page, flag evidence, write notes. Seal makes it immutable. Peer assessments stay hidden until your own is sealed.
The five non-negotiables
- Anti-addition. No total score, no average proficiency, no overall rating. The platform never reduces a person to a single number.
- Sealed-before-reveal. An interviewer cannot see another's grades on the same candidacy until their own assessment is sealed.
- Snapshot-on-seal. Sealing freezes the scope, stage, methodology version, and question bank version that produced the grade.
- Grades immutable, notes amendable. Sealed scores cannot change. Notes append, never overwrite.
- Calibration documents disagreement. When peers disagree on the same evidence, the platform opens a calibration session. Resolution is on the record.