01 · Decision brief
The page a hiring leader reads first
A concise view of role fit, evidence strength, unresolved risk, and recommended next review. It separates observed evidence from interpretation so a recommendation never masquerades as a fact.
02 · Theta profile
Latent ability in cohort context
Theta, percentile, Ability Level, measurement context, and cohort band appear together. The report explains that the level is relative evidence, not a universal pass/fail label.
03 · Integrity context
A reason to review, never an accusation
Timing, consistency, and anomaly signals are shown with their source and severity. A flag tells the reviewer where to look; it does not label a candidate dishonest.
04 · Titan mastery
What happened when reasoning was challenged
Per-competency evidence pairs the initial answer with adaptive probes, anchor checks, and the candidate’s follow-up reasoning. Reviewers can see whether a strong claim held up under ambiguity.
05 · Interview plan
Questions generated from this candidate’s evidence
The report converts gaps and contradictions into specific interview probes. Each prompt is tied to a competency or risk signal, not generic interview advice.
06 · Audit record
Recover how the report was produced
Campaign, role model, engine, assessment version, timestamps, reviewer status, and report source remain linked so an authorized team can reconstruct the evidence chain.
Theta sample · 4 pages
Theta Assessment Report
Production-format report for Alex Morgan, a fully fictional candidate. Review cohort evidence, psychometric context, integrity evidence, and human-review guidance.
Titan sample · 2 pages
Titan Competency Mastery Report
Production-format report for the same fictional candidate. Review role fit, competency evidence, risks, interview questions, and assessment-integrity context.
The point
A report should make uncertainty useful
The strongest output is not a louder score. It is a structured record of what is supported, what is unresolved, and what the hiring team should test next.