Common Assessment Patterns
Common Assessment Patterns
Learn to recognize recurring patterns in AI assessments and respond appropriately.
Pattern Recognition
After evaluating hundreds of candidates, you'll start noticing patterns. Understanding these patterns helps you make faster, more confident hiring decisions.
The Unicorn (All Scores 85+)
Pattern
All six agents score the candidate between 85-100, with minimal variance.
What It Means
Exceptional candidate who checks all boxes. Rare to find.
Action Steps
- Move quickly—these candidates have other offers
- Skip lengthy evaluation processes
- Fast-track to final interview
- Prepare compelling offer
Frequency
Approximately 2-5% of candidates.
The Diamond in the Rough (High Visionary, Moderate Others)
Pattern
Visionary scores 85+, Strategist scores 75+, but Pragmatist scores 60-70.
What It Means
High-potential candidate with growth trajectory but limited current experience.
Action Steps
- Consider for junior roles with growth path
- Assess learning ability and coachability
- Plan for mentorship and training
- Focus on long-term value
Frequency
10-15% of candidates, more common for early career roles.
The Experienced Specialist (High Pragmatist, Moderate Visionary)
Pattern
Pragmatist scores 85+, but Visionary and Strategist score 60-70.
What It Means
Highly skilled technical expert, less focused on innovation or leadership.
Action Steps
- Perfect for senior IC roles
- Don't expect management potential
- Value deep expertise
- Structure as specialized position
Frequency
15-20% of candidates, especially in technical fields.
The Culture Mismatch (Low Culture Vulture Only)
Pattern
Most agents score 75+, but Culture Vulture scores below 60.
What It Means
Skilled candidate whose work style or values may not align with your culture.
Action Steps
- Multiple team interviews essential
- Assess if "misfit" might bring valuable diversity
- Consider whether culture fit is negotiable for this role
- Discuss work environment preferences explicitly
Frequency
5-10% of candidates.
The Red Flag Candidate (Low Investigator or Devil's Advocate)
Pattern
One or both critical agents (Investigator, Devil's Advocate) score below 60, regardless of other scores.
What It Means
Significant concerns identified that could pose risk.
Action Steps
- Read these agents' reports thoroughly
- Verify specific claims during interview
- Conduct comprehensive background check
- Assess whether concerns are deal-breakers
- Don't ignore red flags despite high other scores
Frequency
8-12% of candidates.
The Overpromising Resume (Low Investigator, High Pragmatist)
Pattern
Investigator scores low (inconsistencies) but Pragmatist scores high (impressive skills).
What It Means
Candidate may have exaggerated or embellished achievements.
Action Steps
- Technical deep-dive essential
- Ask for specific examples and details
- Request portfolio or work samples
- Verify key claims with references
- Proceed only if discrepancies resolve
Frequency
5-8% of candidates.
The Lateral Move (All Moderate 65-75)
Pattern
All agents score in the 65-75 range with low variance.
What It Means
Adequate candidate who meets basic requirements but doesn't stand out.
Action Steps
- Continue searching for stronger candidates
- Keep as backup option
- Consider if you're willing to train or develop
- Assess urgency of filling role
Frequency
30-40% of candidates—most common pattern.
The High Variance Outlier (Scores Span 40-90)
Pattern
Massive disagreement among agents (e.g., some score 85, others score 45).
What It Means
Unusual candidate profile that's hard to categorize; likely has unique strengths and weaknesses.
Action Steps
- Requires deep human assessment
- Don't rely solely on AI scores
- Interview to understand unique characteristics
- Determine if extreme strength outweighs extreme weakness
- Consider role requirements carefully
Frequency
3-5% of candidates.
The Career Changer (Moderate Pragmatist, Varied Others)
Pattern
Pragmatist scores 55-65 (limited direct experience), but Visionary and Strategist may score higher.
What It Means
Candidate transitioning from different field or role type.
Action Steps
- Assess transferable skills carefully
- Evaluate learning curve and timeline
- Consider if you can afford onboarding time
- Value fresh perspectives they might bring
- Determine if role can accommodate ramp-up period
Frequency
10-15% of candidates, increasing in frequency.
The Safe Hire (High Pragmatist + Investigator + Culture)
Pattern
Pragmatist, Investigator, and Culture Vulture all score 80+, others moderate.
What It Means
Low-risk hire who will perform reliably but may not be exceptional.
Action Steps
- Excellent for stability-focused roles
- Reduces hiring risk significantly
- May lack innovation or high growth potential
- Good fit for well-defined, execution-focused positions
Frequency
12-18% of candidates.
Seasonal and Role-Based Patterns
Junior Roles
Expect lower Pragmatist scores, higher Visionary scores. Focus on potential over experience.
Senior Leadership
Expect high Strategist and Visionary, moderate Pragmatist acceptable. Strategic thinking matters most.
Technical IC Roles
High Pragmatist essential, moderate Visionary acceptable. Deep expertise over leadership.
Customer-Facing Roles
Culture Vulture and Strategist scores matter more; technical Pragmatist scores less critical.
Using Patterns to Calibrate
Compare Within Campaign
Patterns become clearer when comparing multiple candidates for same role.
Adjust Expectations by Role
Different roles produce different "normal" patterns.
Learn From Past Hires
Review patterns of successfully hired candidates to calibrate what to look for.
When Patterns Don't Apply
Trust your judgment when:
- Candidate has unique background not fitting patterns
- Role requirements are non-standard
- Company culture is unusual
- Hiring for highly specialized position
AI provides data; you provide context and judgment.
Next Steps
- Compare candidates to identify patterns across your pool
- Understand agent insights for deeper pattern interpretation
- Use assessment data to make final decisions
Pro Tip
Keep a hiring journal: Note which patterns led to successful hires and which didn't. Over time, you'll develop intuition for which patterns work best for your specific roles and company culture.