How Teamcast Measures
The competency framework
Ontology v4.0 — the fixed, versioned structure every interview is measured against: 6 competencies, 12 sub-dimensions, 36 signals, 45 evidence types.
Every candidate is measured against the same published framework, so results are comparable and auditable. The framework is a fixed hierarchy — 6 universal competencies, each split into 2 sub-dimensions (12 total), each resolved by 3 weighted signals (36 total), and observed through a catalog of 45 evidence types. The authoritative framework data lives in a versioned reference store, never invented in code.
The 6 universal competencies
| Competency | What it measures | Sub-dimensions |
|---|---|---|
| Analytical | Cognitive problem-solving and evidence-based decision-making. | Problem Diagnosis · Decision Quality |
| Execution | Work-management behavior — planning, delivery, and follow-through. | Planning & Prioritization · Delivery & Follow-Through |
| Communication | Message construction — clarity and persuasive impact. | Clarity & Structure · Influence & Narrative |
| Leadership | People and organizational impact — influence and development. | Organizational Influence · Team Development |
| Adaptability | Response to adversity (reactive) and intentional repositioning (proactive). | Resilience & Recovery · Strategic Flexibility |
| Drive & Growth | Sustained effort through difficulty and a learning orientation. | Perseverance & Accountability · Growth & Improvement |
Sub-dimensions → signals
Each of the 12 sub-dimensions is resolved by exactly 3 signals — the concrete, observable behaviors we look for. Within a sub-dimension the three signal weights sum to 1.0, so a sub-dimension's score is a weighted blend of its signals. There are 36 signals in total, carried by signal_weights v3.0.
Evidence types
When the platform observes a moment in the transcript, it tags it as one of 45 evidence types, organized into six evidence clusters (A–F). Each evidence type maps to the signal (or, occasionally, the pair of signals) it provides evidence for. This is how a candidate's spoken answer becomes structured, typed evidence rather than a free-form impression.
Role weighting (HITL-0)
A role does not need every competency equally. A Role Profile sets each competency's importance (bounded to a 0.7–1.6 multiplier) and its sub-dimension weights, so "good coverage" is defined per role before any candidate is interviewed. This is the earliest human gate — see Analytics & role profiles.