Understanding Scores

Nova scores each candidate from 1-10 for one role at a time. A high score means the available evidence appears strongly aligned with the criteria for that role. The score is not a percentage, a count of passed criteria, or a hiring decision. It is a screening assessment based on the role, criteria, evidence quality, and remaining uncertainty. For how Nova produces it, see Scoring Methodology.

​

Score Scale

​

The 7 Vs 8 Line

Most score calibration questions come from the difference between 7 and 8. An 8 means the main resume-verifiable requirements are evidenced. The candidate may still need normal interview checks, but Nova found enough evidence to support the core screening case. A 7 means the candidate is interesting, but something important is still uncertain from the resume or application. That could be a missing skill signal, unclear seniority, thin domain evidence, or an application answer that does not fully resolve a requirement.

​

What Affects The Score

• Criteria text: Nova scores against the criteria you configure. Vague criteria create vague scoring.
• Importance level: Must have, Preferred, and Nice to have requirements affect the score differently.
• Evidence quality: Direct evidence is stronger than an indirect proxy. Equivalent experience can count when the criterion allows it.
• Role seniority: A senior role needs stronger evidence than an entry-level role.
• Application answers: Answers can confirm requirements that are not visible on a resume, such as work authorization or shift availability.
• Explicit exclusions: Clear deal-breakers are treated as strong screening rules when the evidence verifies the excluded fact.

Nova does not compare candidates to historical hires. It assesses the available evidence against the current role and criteria.

​

Evidence Status

When Nova shows criteria analysis, each criterion can be marked: Missing information is usually marked Partial. A Fail needs clear evidence to the contrary: a resume that does not mention a requirement creates uncertainty, while a resume that clearly shows the opposite creates a concern.

​

How Must Have Criteria Work

Must have criteria matter more than Preferred or Nice to have criteria, but they are not automatic score caps. Nova assesses whether the available evidence supports continued review. A candidate with one absent Must have signal may still score around 7 or 8 if the missing detail is plausible to verify. A candidate who clearly contradicts a Must have requirement usually scores much lower. Use Must have only for requirements that are genuinely necessary for the role, such as:

• Legal or regulatory eligibility.
• The experience that makes someone viable for the role, such as production backend experience for a backend engineer or current registration for a nurse.
• A practical requirement the job cannot work without.
• A deal-breaker you have explicitly confirmed.

Use Preferred for strong differentiators. Use Nice to have for bonus signals.

​

What The Assessment Tells You

• Verdict: A short screening summary to orient your review.
• Strengths: The strongest evidence Nova found.
• Concerns: Missing, thin, or contradicted evidence.
• Interview Focus: The questions to verify next.

When available, the Nova dashboard also shows per-criterion analysis with Pass, Partial, or Fail status. Treat that breakdown as the evidence trail. The overall score reflects the full profile, beyond a simple count of passed criteria. Talent Search uses a shorter review: a summary for every scored candidate, plus strengths and concerns for candidates scored 7 or higher. Concern labels usually mean:

• not evidenced: Nova did not find evidence for the requirement.
• contradicted by: Nova found evidence pointing the other way.
• unverified: The point should be checked with the candidate or hiring team.

​

Ranking And Filtering

For inbound applicants, Nova posts the score and assessment back to your ATS so your team can sort, filter, and review candidates consistently. For AI Talent Search, Nova groups sourced candidates into review bands:

• 8-10: Best Fit.
• 7: Strong Fit.
• 5-6: Consider.
• 1-4: Not a Fit.

For Talent Pool Search, Nova uses broader review bands:

• 9-10: Highest-priority matches.
• 7-8: Strong candidates worth review.
• 5-6: Consider.
• 1-4: Unlikely or Not a Fit.

Ranking is a review order. It helps your team decide what to review first, but it should not replace human review.

​

When A Score Feels Wrong

After editing criteria, future candidates use the updated criteria. If reprocessing is enabled for your workspace, a Nova admin can use Reprocess Applications from the job actions menu to update existing scores.

​

Common Scoring Skip Reasons

Most skips are document or profile access issues: Skipped candidates are not charged. Attach a valid resume, then reprocess the application. Other processing or configuration issues can also prevent scoring; contact support if the reason is unclear.

​

Good Review Workflow

1. Read the verdict first.
2. Check the strengths and concerns.
3. Open criteria analysis when available.
4. Decide whether the concern is real, missing from the resume, or better checked in interview.
5. Edit criteria only when the pattern repeats across candidates.

Do not use the score alone to make or change an employment decision. Review the underlying evidence before taking action. For adverse-impact checks, see Bias Testing Methodology.