Every score with the evidence behind it.
When the interview ends, the report is already there: signal and depth per criterion, the candidate's own words as proof, and a summary to decide on. No magic score. The decision is yours, with the evidence behind it to back the call later with a partner, manager, or client.
- A signal per criterion, with the candidate's words as proof
- No magic score: evidence is words, not a number
- The audit trail of the hire, as PDF or link
“I saw the member's knee caving inward on the squat. I stopped the set right there an…”
“A member with knee pain couldn't do leg press. I swapped it for light-load free squa…”
“I wipe the machines with alcohol between members when there's time”
“I don't just say redo it. I film the execution and show the member exactly where to…”
Every score with the candidate's own words behind it
This is a real report generated by Recrutador, from an interview for a Gym Instructor role. Each criterion carries the depth it was probed to, the quality of the evidence, and the candidate's own words.
Download a sample report (PDF)Gustavo Pontes
Gym Instructor (Personal Trainer) · May 24, 2026
From the candidate's account, the profile is solid for the instructor role. Safety in execution and training personalization stand out as strengths, with tested examples. Communication with members and equipment hygiene come across as adequate but less deeply probed. Proactivity on improvements and formal technical updating are the weakest points and warrant confirmation. Overall, the evidence supports a good fit, with clear gaps to check.
The candidate's words, per criterion. Signal and depth come from the analysis; the text is what they said.
“I saw the member's knee caving inward on the squat. I stopped the set right there and dropped the load before letting him continue.”
False negative risk: Low. Evidence was stress-tested at Challenge depth.
“A member with knee pain couldn't do leg press. I swapped it for light-load free squats and in three weeks he was training pain-free again.”
False negative risk: Low. Evidence was obtained but not stress-tested. A capable candidate may have been under-probed.
“I wipe the machines with alcohol between members when there's time”
False negative risk: Medium. The criterion wasn't probed past Investigation depth. A capable candidate could have been missed.
“I don't just say redo it. I film the execution and show the member exactly where to fix it.”
False negative risk: Medium. Evidence was obtained but not stress-tested. A capable candidate may have been under-probed.
“once I suggested rescheduling peak hours to ease the floor”
False negative risk: High. The criterion wasn't probed past Investigation depth. A capable candidate could have been missed.
“I stayed four years with the same members. When one went quiet, I'd call. Showing up is the result of care, not luck.”
False negative risk: Low. Evidence was obtained but not stress-tested. A capable candidate may have been under-probed.
“I took a functional-training course last year”
False negative risk: High. The criterion wasn't probed past Investigation depth. A capable candidate could have been missed.
AI analysis is decision support, not the decision. No fit score: the evidence is what the candidate said, not a number.
- Ask for examples of technical updating and certifications in newer methodologies.
- Explore proactivity with a real case of an improvement proposed and carried through.
- Confirm the cleaning routine by asking for the step-by-step protocol.
- The hygiene routine was described superficially, with no detailed protocol. Worth confirming the concrete daily steps.
- Proactivity came out with weak evidence: the candidate mentioned initiatives but didn't detail how they were carried through.
- Technical updating rests on a limited base: there's a recent course but no formal certification in the latest methodologies.
This document presents evidence for the decision. It does not recommend hiring or not hiring. The decision is yours.
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