MeetGrade for recruiters & hiring teams
Score interviews against the competencies the role actually needs, with every point backed by a direct quote from the candidate. It's decision-support — never lie detection, never reading emotions from a face — and a person always makes the final call.
Where we draw the line
This is the most important thing on this page, so it comes first. MeetGrade does not detect lies, and it does not read emotions from faces. Those methods are not scientifically reliable, and the EU AI Act restricts emotion recognition in the workplace. MeetGrade is decision-support: it helps you read what a candidate actually said, against what the role needs. The hiring decision is always made by a person.
- ✕No lie detection. No claims about honesty from tone or wording.
- ✕No facial-emotion recognition. We never infer a feeling from a face.
- ✓Yes to verbal content: how specific, consistent and relevant an answer is.
- ✓Yes to a human in the loop: a person always makes the hiring decision.
What you get
Define what the role needs, and each candidate is scored against those competencies — the same set for everyone.
No black-box verdicts. Every strength and gap links to the exact words the candidate said, so you can check it yourself.
Candidates are grouped A/B/C by how strong the evidence is — not by a gut impression of how they came across.
Different interviewers, same rubric. Comparisons stop depending on who happened to run the call.
Get a structured read on every interview, so the shortlist is built on what was said, not on recall.
Recording is always disclosed in-call, the platform is EU-hosted and GDPR-aligned, and analysis is opt-in.
What it actually looks at
MeetGrade stays on the substance of the answers. It looks at whether a claim is specific or generic, whether examples follow a clear structure, whether what a candidate says early holds together with what they say later, and how clearly they communicate. It reads the words — not the face, not the tone-as-truth-signal — and shows you the evidence behind every score so you can agree or disagree.
Read how we think about this →Bring evidence to your hiring decisions
Set your role competencies, analyze an interview, and get a structured, quote-backed read — with you making the call.