The Candidate Profile brings together scores, evidence, and work history so you can decide quickly. This page explains what each section means and how to use it.
🎯 Top summary bar
Name & headline – Current/last title plus company.
Score band – Overall rating (Outstanding / Strong / Average / Below Average / Low), reflecting a balanced combination of Excellence, Past Roles & Context, and Accomplishments.
Tags – e.g., CV only, Updated, Assessment date, Engaged, On Hold, Rejected. Tags show data freshness, how much information the score uses, and the candidate's current sourcing status.
Quick facts – Parsed answers such as salary expectations, contact details, and location (city, country, timezone). Location data is extracted from application questions and contributes to the overall score.
How to use: Start here to gauge overall strength, recency of updates, and logistics (location/comp).
✅ Pros & ❗ Cons
A short snapshot of the candidate’s strengths and potential risks.
How to use: Skim this before diving deeper. Use Cons as prompts for follow‑up questions with the hiring manager or the candidate.
🛡 Integrity & Flags
Mokka highlights potential risks through flags. These do not always reduce scores – some are informational only.
Flag types:
• Frequent Job Hopper – many short-term roles.
• Low Resume Quality – weak or unclear CV data.
• Low Experience Fit – insufficient role experience.
• Minimum Requirement Missing – unmet hard requirement.
• Answer Integrity – answers may be AI-generated or hypothetical.
• Profile Integrity – inconsistencies across CV/LinkedIn; risk color-coded (Green/Amber/Red).
Flags appear at the top of the profile with counts and tooltips. Recruiters can filter by flag types in the candidate list.
🧭 Competencies (Goals)
Shows how well the candidate meets role goals/success criteria you defined in Screening Criteria. For new roles, the 'Accomplishments' interview segment is disabled by default. Each goal includes:
• Evaluation with a band (e.g., Outstanding) and a short rationale.
• “View candidate answer” – Opens the exact evidence the score is based on.
How to use: Confirm the candidate provides measurable, specific examples aligned to your goals.
📌 Requirements & Evidence
Breakdown of Minimum, Must‑have, and Nice‑to‑have items with justifications pointing to CV and assessment evidence. Pending items (where the candidate hasn't yet provided an answer) appear as gray pills in the Mokka Score view.
How to use:
Check whether minimum items are satisfied, then review must‑haves.
Use the text justifications to copy proof points into manager notes.
🧱 Responsibilities (Role Fit)
Highlights how past responsibilities map to your role's day‑to‑day expectations (e.g. Content strategies, Oversee production, Analyze trends), with a written explanation for each. If the CV doesn't contain enough detail to score responsibilities, the card shows 'N/A' instead of a band.
How to use: Look for direct ownership and continuity across roles, not just mentions.
⭐ Signs of Excellence
Aggregated signals such as Top rated, Recognitions, Endorsements, and achievements beyond work (counts shown). For new roles, the Excellence interview segment is disabled by default.
How to use: Use these as tie‑breakers when multiple candidates share the same score band.
🕰 Relevant Past Roles
YoE – Total relevant years calculated from work history.
Environment/Industry fit – Alignment to your company/industry context (when shown).
Timeline cards – Role‑by‑role bullets with scope and outcomes.
How to use: Verify seniority, recency, and progression. Spot gaps or overlaps quickly.
🎓 Qualifications
Structured sections for Education, Languages (CEFR scale), and other certifications/notes.
How to use: Confirm hard prerequisites (e.g., degrees, language level) and capture any differentiators.
🔎 Open the Evidence
Anywhere you see “View candidate answer” or expand toggles, you can read the original text submitted by the candidate. This is the fastest way to validate claims.
📋 Reviewer Tips
Always read the summary + one full goal before deciding next steps.
Prioritize candidates who are Strong/Outstanding and provide specific, measurable evidence.
Treat flags as prompts for follow‑up, not automatic rejection.
For CV only profiles, consider inviting to complete the assessment before final decisions.
Next steps
From the profile header, use actions to Shortlist, Hold, or Reject. Changes sync to your ATS based on your mapping in Final Steps.