An AI interviewer talks to every employee about their real work, scores them against your competency framework, and hands L&D an evidence-backed training plan.
Surveys and self-assessments measure confidence, not competence. Strong performers under-rate themselves; others over-rate.
Structured competency interviews work, but an assessor can run a handful a day. A 1,000-person TNA takes months and goes stale.
Without per-person evidence, everyone in a grade gets the same course list. Real gaps stay hidden; spend goes where it is not needed.
What L&D needs: the depth of a structured interview, at the scale of a survey, with evidence a manager can trust.
A video AI interviewer holds a natural 15–25 minute conversation about the employee’s own work, probing each competency with follow-ups.
Answers are scored against the expected proficiency level for that person’s role. Every score is linked to quotes from the transcript.
Individual and cycle reports show where the gaps are and how deep. One click turns a gap into a training assignment.
Each with behavioural indicators at 4 levels. Start from our library.
HRSet the expected level per competency for every role or grade.
HRPick employees, send invites. Each gets a private link by email.
HRThe employee talks with the AI interviewer, any time, from a browser.
AIScores, gaps, evidence and readiness are computed per competency.
AIReview reports, assign trainings, re-assess next cycle.
HR + L&DBasic understanding; needs guidance
Competent with moderate supervision
Strong capability; works independently
Mastery; mentors others, drives strategy
| Role | Prof. Development | Collaboration | Performance | HSE & Sustainability | Commercial |
|---|---|---|---|---|---|
| Graduate Trainee | Foundational | Foundational | Foundational | Foundational | Foundational |
| Senior Engineer | Proficient | Proficient | Proficient | Advanced | Proficient |
| Department Manager | Advanced | Advanced | Advanced | Advanced | Advanced |
| General Manager | Advanced | Expert | Expert | Advanced | Expert |
Example framework. Bring your own, or start from the built-in competency library.
Open questions on the employee’s own projects, with follow-ups until there is enough evidence for each competency.
The AI tracks which areas are explored. Anything left uncovered is flagged for follow-up, never scored as a fail.
A link in an email, a camera and a microphone. 15–25 minutes, in English or Urdu.
Each employee gets an Individual TNA Report. Each cycle gets a Cycle TNA Report that shows the whole team’s gaps on one page.
| Competency | Expected | Achieved | Gap | Score | |
|---|---|---|---|---|---|
| Professional Development | Advanced | Proficient | -1 | 6/10 | Needs Training |
| Collaboration & Stakeholders | Advanced | Proficient | -1 | 4/10 | Needs Training |
| Performance Excellence | Advanced | Proficient | -1 | 6/10 | Needs Training |
| HSE & Sustainability | Advanced | Advanced | 0 | 7/10 | Met |
| Commercial Thinking | Advanced | Proficient | -1 | 5/10 | Needs Training |
Shows clear ownership of safety and sustainability initiatives, but gave no example of leading cross-departmental work or resolving a conflict between stakeholders, which the Advanced level requires.
I ran it as a pilot with one crew first and shared the weekly numbers with everyone.
To get anything going in the team, the first thing is commitment from the leader.
Full recording and transcript are attached to every report.
| Employee | Prof. Development | Collaboration | Performance | HSE & Sustain. | Commercial | Readiness |
|---|
4 of 6 employees below expected level
A competency becomes a critical gap area when more than half of the people assessed fall below their expected level.
Sample data. People and organisation are fictional.
Ranked by how many people fall below and by how far.
Assign a training from any gap, for one person or everyone below the bar on that competency.
Track each programme’s target competencies, participants and status in one place.
Run the next cycle with the same framework and compare: did the gap close?
Each cycle feeds the next. Readiness by role becomes a number you can track, quarter on quarter.
Each competency score cites the employee’s own words from the transcript. No black-box numbers.
Every employee is scored against the same behavioural indicators for their role. No assessor drift.
The full interview recording and transcript sit with the report for review, audit or appeal.
If a topic did not come up, it is marked “not explored” for follow-up, never counted as a failure.
Re-run the analysis on any completed interview from its recording, without asking the employee to sit it again.
Individual and cycle reports export to PDF. Employee lists import straight from Excel.
Fastest start. We host, run and update it.
Your sub-domain, logo and admin accounts.
Competencies, levels and roles; employees imported from Excel.
One cohort interviewed, reports reviewed with HR.
All cohorts; updates ship automatically.
Your servers, your network, your data.
Kubernetes cluster, storage, DNS/SSL, email and AI model endpoint.
Container images and Kubernetes manifests deployed in your environment.
Your IT tests access, backups and data flows.
Admin training, runbook, scheduled upgrade releases.
Indicative timelines, confirmed after a scoping call.
Your logo and name on the app, the interview and every report.
Each organisation’s data is kept separate. On-premise, it never leaves your network.
Credits per interview. Admins see usage live; no per-seat licences.
Admin accounts for HR and L&D; employees only see their own interview link.
The platform is in production with an energy-sector enterprise today. We will walk you through a real (anonymised) cycle and set up a pilot on your framework.
Bring one of your role profiles and we will run it live.