How the interview score works: the exact weights
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The interview score is a 0 to 100 number built from three weighted columns: answer content, spoken delivery, and, when your camera is on, body language. With camera on the split is 40/30/30. With camera off it is 55/45 and no body language is read at all. This page publishes the exact weights, read from the scoring code on July 24, 2026.
We publish this because you cannot improve against a rubric you cannot see, and because a score you cannot inspect is a score you should not trust. Everything below describes UnchartedCareer's own product. Nothing here is a claim about any other tool or about how any employer scores interviews.
The short version
- Your interview is evaluated aspect by aspect, each on a 1 to 100 scale, then each aspect is weighted into one of three columns: content, delivery, body language.
- Camera on: content is worth 40 points, delivery 30, body language 30. Camera off: content 55, delivery 45.
- Turning the camera off does not penalize you. The same 100 points redistribute across content and delivery.
- A skipped or unscoreable aspect earns 0 points. There is no free middle score for silence.
- The final number is capped at 100 and cross-checked against the evaluator's own overall judgment; if that judgment comes in more than 12 points lower, the lower number is used.
What each column contains
Content, five aspects
| Aspect | Share of the content column |
|---|---|
| Answer architecture (structure, STAR shape) | 25% |
| Content depth | 25% |
| Strategic thinking | 20% |
| Question responsiveness | 15% |
| Storytelling | 15% |
Delivery, up to three aspects
| Aspect | Share of the delivery column |
|---|---|
| Confidence and executive presence | 45% |
| Communication clarity | 30% |
| Vocal delivery (tone, pace, fillers, pauses, energy) | 25% |
One honest nuance: the vocal delivery slice only exists when your session ran as a live voice interview, because a text-based evaluation cannot hear you. In text mode that 25% slice is simply not awarded, which makes the delivery column stricter, not easier.
Body language, nine dimensions (camera on only)
| Dimension | Share of the body language column |
|---|---|
| Eye contact | 18% |
| Posture | 18% |
| Gesture | 12% |
| Appearance | 12% |
| Facial expression | 10% |
| Energy and presence | 10% |
| Camera framing | 8% |
| Lighting | 7% |
| Background | 5% |
Read the split: 68% of the body language column is behavior (eye contact, posture, gesture, expression, energy) and 32% is on-camera setup (appearance, framing, lighting, background). Setup is the cheapest third of the column to fix before an interview.
How an aspect becomes points
Each aspect is scored 1 to 100 by the evaluator, converted to a 0 to 10 scale with ordinary half-up rounding, then multiplied into its column weight. A missing or null aspect converts to 0, not to a neutral 50. Each column is capped at its maximum, and the total is clamped to the 0 to 100 range.
There is one more safeguard. The evaluator also produces its own overall judgment of the interview. If that judgment comes in more than 12 points below what the weight math produced, the lower number is used. The cross-check exists so that arithmetic can never inflate a genuinely poor interview. In the opposite direction the computed number is kept, because the weight math is the stricter reading.
The score bands
The evaluator is calibrated against these bands, with the explicit instruction that 50 is mediocre and that most untrained candidates land between 25 and 45.
| Band | Label | Meaning given to the evaluator |
|---|---|---|
| 1-10 | Disqualifying | Refused to engage, incoherent, or no relevant content |
| 11-25 | Very poor | Mostly off-topic, extremely vague, or nonsensical |
| 26-40 | Poor | Some relevant points, major structural and content gaps |
| 41-55 | Below average | Recognizable answers, but generic and unstructured |
| 56-70 | Average | Competent but unremarkable in a competitive pool |
| 71-80 | Good | Clear strengths, would likely advance |
| 81-90 | Very good | Well-structured, specific, compelling |
| 91-100 | Exceptional | Reserved for genuinely outstanding interviews. Rare. |
One disclosure for the careful reader: these bands are rubric definitions given to the evaluator, not measured percentiles of real candidates. Where a band description references a candidate pool, that is calibration language, not population data.
Alongside the numbers, individual aspects carry one of five verdict labels: Exceptional, Strong, Developing, Needs Work, or Critical Gap.
What the score is not
- It is the judgment of an AI evaluator, and it varies between runs the way two human interviewers vary. Treat trends across sessions as the signal, not any single number.
- It does not verify your claims. A confident, well-structured fabrication can score well. The score measures interview craft, not truth, and no employer decision should hang on it.
- Camera off means no body language is read, ever. Nothing is inferred about you from a black square.
- It is practice feedback. It is not a hiring decision, a prediction of one, or an assessment any employer will see unless you choose to share it.
Why publish the rubric at all
Because the incentives allow it. UnchartedCareer sells practice: the product works only if the feedback is honest, so publishing the scoring math costs us nothing and helps you train against the real rubric. Tools whose product is impressing a live interviewer in the moment have a harder time publishing how they would be caught or scored. We would rather be inspectable.
Last checked: July 24, 2026, against the production scoring code. If the implementation changes, this page changes in the same release.
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