# Introducing Auto‑Score for Feenyx Interviews

## **Faster, fairer decisions—with your rubric at the center**

Hiring teams love structured interviews, but scoring them consistently is hard. Today, we’re launching **Auto‑Score** for Feenyx Interviews: an AI‑assisted, human‑in‑the‑loop scoring flow that applies your rubric to interview recordings, generates draft scores, and lets reviewers finalize with full transparency.

## Why this matters

- **Consistency at scale:** Reduce reviewer‑to‑reviewer variance by anchoring every decision to the same rubric.
- **Speed without shortcuts:** Turn interview recordings into scores and summaries in minutes, not days.
- **Transparency you can trust:** Reviewers can override any auto‑generated score and must add a reason—creating an auditable trail.
- **Better candidate experience:** Faster decisions and more structured feedback.

## What’s new

1. **Custom or System Rubrics—your choice**  
   Create rubrics that match your roles and competencies (or start from Feenyx templates). Edit criteria, descriptors, and weightings to match your bar.  
2. **Auto‑Score from Interview Recordings**  
   Associate a rubric with any Feenyx interview recording. Auto‑Score analyzes the conversation against each criterion and produces a score with criterion‑level notes.  
3. **Human Review & Overrides (with reasons)**  
   Reviewers confirm or adjust scores, add a short reason, and submit. Overrides are captured for transparency, calibration, and ongoing rubric improvement.

## How it works

1. **Pick or build a rubric.** Define competencies, rating scales, and weights.  
2. **Attach to an interview.** Auto‑Score generates criterion‑level scores and notes.  
3. **Review & finalize.** Approve or override with one click; add a reason for any change.  
4. **Share & decide.** Export a concise scorecard or collaborate in Feenyx with hiring managers.

## Where Auto‑Score shines (real‑world use cases)

- **High‑volume roles:** Auto‑generated scores triage large pipelines so your team focuses on top signals first.  
- **Multi‑panel interviews:** Ensure every interviewer is calibrated to the same expectations across loops and locations.  
- **Early‑career and apprenticeship hiring:** Consistent, criteria‑based evaluation reduces reliance on pedigree or “gut feel.”  
- **Skills assessments for internal mobility:** Apply the same rubric to interview‑style assessments for fair, repeatable decisions.

## Benefits by role

- **Recruiting Ops:** Standardize scorecards across teams; track overrides to spot training needs and rubric drift.  
- **Hiring Managers:** Get structured, comparable signal faster; spend time discussing evidence, not deciphering notes.  
- **Talent Leaders:** Improve time‑to‑decision, reduce variance, and strengthen compliance with an auditable review trail.

## Built for accountability

Auto‑Score is designed as decision support—not automation without oversight. Reviewers stay in control, can adjust any score, and must provide a reason so you have clear context for every change.

## Get started

Auto‑Score is available today in Feenyx Interviews.

- **Already a customer?** Enable Auto‑Score in **Interviews → Scoring Rubrics**, or attach a rubric when creating interviews or viewing any recording.  
- **New to Feenyx?** [Request a demo](https://www.feenyx.ai/demo-request) to see Auto‑Score and Feenyx Skills Assessments in action.

### FAQs

**Does Auto‑Score replace interviewers?**  
No. Auto‑Score provides structured, evidence‑based scores. Reviewers confirm or override and supply reasons—humans stay in the loop.

**Can we use our own competencies and scales?**  
Yes. Import or build custom rubrics, or start with Feenyx system templates and modify them.

**What about bias and fairness?**  
Auto‑Score promotes consistency by anchoring evaluations to rubrics. Reviewers can override scores with required reasons, creating transparency for calibration and compliance efforts.

**Will it work with all roles and seniority levels?**  
Yes. You can tailor criteria and weights per role—from entry‑level to staff/principal—and reuse rubrics across similar roles.

**How do we measure impact?**  
Teams typically track time‑to‑decision, inter‑rater alignment, override rates, and pass‑through by criterion to refine rubrics and training.