Competency Categories
The four categories and how they map to different interview types.
Four Categories
| Category | Current Use | Future Use |
|---|---|---|
| Behavioral | Active — all current interviews | Core interview type |
| Situational | Defined, not yet used | Phase 10 — "what would you do" hypotheticals |
| Technical | Defined, not yet used | Phase 11 — domain-specific technical assessment |
| Post-Hire | Defined, not yet used | Phase 12 — stay/exit/onboarding interviews |
How Categories Affect the System
Currently, category is informational only — it drives UI badges and filtering but does not change interviewer or scorer behavior. All competencies use the same scoring pipeline regardless of category.
Future state: When situational and technical interview types ship, the category will route to type-specific rubrics:
- Behavioral competencies → behavioral interviewer + scorer rubrics
- Situational competencies → situational interviewer + scorer rubrics (scoring hypothetical answers differently)
- Technical competencies → technical interviewer + scorer rubrics (separating knowledge from communication)
AI Competency Generation
When employers use AI to generate competencies, the AI assigns a category based on the job description and context. The category also influences how AI generates questions for that competency — behavioral questions use STAR framing, while situational would use hypothetical framing (once enabled).
Your Input Needed
For Phase 10 (situational) and Phase 11 (technical), you'll need to define:
- What makes scoring anchors different for situational vs behavioral
- Whether technical competencies need domain-specific anchor sets
- How the scorer handles mixed-category interviews