Reports & scoring
A Celper candidate report turns each interview into a clear, scored summary — competencies rated, with the AI’s reasoning attached to every score. It’s designed to be read, questioned and reviewed by a person before any hiring decision is made.
Anatomy of a report
A sample report, annotated. Every part is built to be questioned by a person — the demo data below is illustrative.
A. Kazlauskaitė demo
Customer Support Specialist · screened by AI phone interview
AI reasoning · communication
“Candidate described a real escalation step by step and named the trade-off they made. Answers stayed structured under follow-up, which lifts the communication score.”
Every report comes from a real AI phone interview — same fair questions and rubric for every candidate.
Explainable on purpose
Recruitment AI is high-risk under the EU AI Act, and a hiring outcome can’t rest on a number no one can explain. Attaching reasoning to every score is what makes GDPR Article 22 and EU AI Act Article 14 workable in practice: a reviewer can see why, challenge it, and decide.
The report is evidence for that person — never the verdict. Scores and exportable data live in the HR dashboard, where the final call is always a human one.
General information, not legal advice. The employer is the deployer responsible for compliance.
A score you can question
Reasoning ships with every rating, so a reviewer can agree, disagree or dig deeper.
Built for oversight
Explainability supports the meaningful human oversight high-risk hiring AI requires.
Human-in-the-loop
Built for recruiters, not replacements — the decision stays with a person.
FAQ
Each report turns one interview into a clear, scored summary: competencies are rated and the AI’s reasoning is attached to every score, grounded in what the candidate actually said.
Every score comes with the reasoning behind it, so you can read why a candidate scored the way they did — and argue with it. The report is a starting point for a person, not a verdict.
Celper rates communication, confidence and role-specific skills, with the AI’s reasoning attached to each score and tied back to the interview.
Yes. Candidate data is exportable from the HR dashboard, so reports and results can move into your own records and workflow.
No. A candidate cannot be set to Selected or Rejected until a person reviews the AI analysis — in line with EU AI Act Article 14 and GDPR Article 22. The report informs the decision; a human makes it.
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