How Taira Works
Taira leverages a secure, enterprise-grade language model to support the hiring process.
She uses AI to evaluate candidate responses against role-specific criteria that you define, helping to automate and streamline decision-making.
How It Works:
Define role-specific requirements and create a structured scorecard.
Design interview questions (text or video) that align with those requirements.
Taira delivers the questions to candidates through a chatbot or video interview.
The LLM analyses candidate responses and transcripts, scoring based on how well they match your defined criteria.
Taira does not compare candidates to each other or learn from candidate data. Each person is assessed only against your expectations for the role.
Building a Strong Scorecard
A strong scorecard ensures:
Candidates are assessed fairly and consistently.
Taira scores align with your hiring needs.
Your team can easily understand what a good answer looks like.
Sample Scorecards for a Customer Service Retail Role
These examples show how to assess core traits in a high-volume, customer-facing environment. Each trait should reflect what “good” looks like in real life on the job.
✅ Strong Scorecard
Skill | High Score Indicator |
Customer Focus | Candidate demonstrates genuine care for customers, active listening, and a proactive attitude toward resolving issues. |
Problem Solving | Candidate demonstrates structured thinking, offers practical solutions, and reflects on how to improve outcomes. |
Team Collaboration | Candidate demonstrates they communicate clearly, work well with others, and show respect in a team environment. |
Adaptability & Energy | Candidate demonstrates confidence, flexibility, and enthusiasm to thrive in a fast-paced retail setting. |
Career Motivation | Candidate demonstrates a clear interest in retail, ambition to grow, and alignment with the company's values. |
❌ Weak Scorecard
Skill | Low-Quality Indicator |
Customer Focus | Candidate has a customer focus. |
Problem Solving | Candidate has problem-solving skills. |
Team Collaboration | Candidate is a team player. |
Adaptability & Energy | Candidate is comfortable with change. |
Career Motivation | Candidate is interested in a job in retail. |
The weak version lacks behavioural detail and clarity. These vague descriptions make it hard for both humans and AI to consistently assess responses.
Mapping Questions to the Scorecard
When building your questions, make sure each one ties directly to one or more scorecard traits.
Example: Interview Questions for Customer Service Retail Role
Question | Mapped Skill(s) |
Please introduce yourself and share why you believe you're a strong fit for this role. | Customer Focus, Career Motivation |
Tell us about a time you helped a customer who was frustrated or unhappy. What did you do? | Customer Focus, Problem Solving |
What’s one problem you’ve solved in a previous job that you're proud of? | Problem Solving |
How do you work best with others in a team setting? | Team Collaboration |
Retail environments can be busy and unpredictable. How do you stay focused and positive? | Adaptability & Energy |
What interests you about growing your career in retail? | Career Motivation |
Tips for Success
Write one clear trait per scorecard line using the format: “Candidate demonstrates…”
Use examples and behaviour, not vague terms (e.g., replace “has leadership skills” with “demonstrates leadership by…”)
Avoid traits that are difficult to observe in a short interview (e.g., “long-term loyalty”)
Align each interview question to one or two scorecard traits.
Weighting
Weighting Your Scorecard
Not every skill is equally critical for every role. To reflect this, Taira allows you to assign a weight to each scorecard trait:
Nice to Have – Valuable, but not essential. Candidates won’t be penalised for scoring lower in this area. 25% of the score is contributed to the overall score.
Important – Meaningful to the role and should be considered in the overall assessment. 50% of the score is contributed to the overall score.
Must Have – Critical for success in the role. Scores below 50% are a deal breaker and candidates will be rejected. 100% of the score is contributed to the overall score.
This weighting helps Taira prioritise the traits that matter most and gives you clearer insight into which candidates meet your key requirements.
