AI functions in Teamio

AI candidate relevance assessment – information for companies

This page explains what AI scoring in Teamio is for, how it works, who can use it, and what to watch out for. It also serves as a reference if a candidate asks how their personal data is processed during assessment. For AI feature information aimed directly at candidates, see the Information for candidates page.

What the AI feature is for

For each selected candidate, you get a quick overview of how well their profile matches the given position, including a percentage match. The result serves as an initial, orientational input. It is not a final decision about the candidate.

Key facts

• Criteria are based on the job ad text. The system selects them automatically and assigns them a level of importance. Custom criteria cannot be entered manually; to change them, edit the job ad.
• Assessment is triggered manually. You choose which applicants/candidates, and in which recruitment, to evaluate.
• The feature is activated for the entire organization. Users with the HR manager role can turn AI on or off.
• A human always makes the final decision about a candidate. The AI output is only a supporting input for recruiters, not a final verdict.

How the assessment works

Assessment happens in three steps.

1. Position analysis

The AI reads the job ad text and uses it to create assessment criteria. It assigns each criterion a level of importance. Criteria are always based on the content of the specific job ad. For more information, see the section How to adjust what the system scores.

2. Analysis of materials

The AI reviews the available materials (CV, answers from the pre-screening questionnaire, and internal notes on the candidate) and compares them against the criteria for the given position.

3. Requirement evaluation

For each criterion, the AI determines whether the candidate:

• ✅ meets it,
• ⚠️ partially meets it,
• ❌ does not meet it,
• ❔ cannot be assessed from the available data (information is missing from the materials).

Each result includes a brief explanation of what information the AI based it on. Based on the individual results, the AI calculates an overall percentage match between the candidate’s profile and the job ad — the more criteria met, and the more important they are, the higher the percentage. Key criteria have the greatest influence on the result.

What you’ll see in the result

The candidate card includes:

• the percentage match with the position,
• an estimate of the candidate’s seniority relative to the given role,
• a list of assessment criteria with the result and a brief justification,
• a summary of strengths and possible risks,
• suggested questions to discuss with the candidate.

How to adjust what the system scores

The system creates assessment criteria based on the job ad text. They cannot be entered separately, outside its content. This means that:

• a custom criterion cannot be added outside the job ad. The system does not score based on anything specified outside the position text (e.g., “prefer a certain gender”);
• to change what is assessed, you must edit the job ad. Specify in the job ad text what matters for the position and how much. Then have the system generate a new set of criteria from the current version of the job ad; scoring will follow it.

Criteria always reflect the content of the specific job ad.

Who turns the feature on and who can see it

• The feature is turned on and off at the level of the entire organization.
• A user with the HR manager role can turn it on or off.
• Once turned on, the feature is visible to all users with the HR manager role in your organization.
  • All Teamio users who have access to it are informed that it is turned on.
  • Turning the feature on or off is logged, so it’s possible to trace who made the change and when.

When assessment runs

Assessment does not happen automatically.

• The user — the recruiter — always selects specific candidates within a given recruitment themselves and then triggers the relevance scoring for them.
• The system does not automatically assess all candidates on its own.

What to watch out for

The AI output is a recommendation and a supporting input, not a final decision. You — the recruiters — always decide on the candidate’s next steps.

• Always review the output. For key criteria, check what the AI based its assessment on.
• Output quality depends on input quality. The more specific the job ad and the more complete the materials, the better the scoring. Questionnaire answers take precedence over CV data.
• What is scored is the match between the candidate’s experience and qualifications and the position. Their personality is not assessed.

When a candidate asks how AI assessment works

When a candidate asks how the assessment works, you can share the following:

• The system compares the CV, questionnaire answers, and any notes against criteria derived from the text of the job ad the candidate responded to.
• For each criterion, the system assesses whether the candidate meets it, partially meets it, does not meet it, or whether it cannot be assessed from the available materials. Results also state what information they were based on.
• Based on the individual criteria, the system calculates a percentage match between the profile and the given position.
• Only the match between experience/qualifications and the position is assessed — not age, gender, origin, etc.
• The result serves as an input for recruiters. A human always decides on the candidate’s next steps.
• The candidate can find more detailed information on the Information for candidates page, which you can direct them to.

Personal data processing notice for job ads – template

Download the template text for job postings with information on the processing of applicant/candidate data.