Three of these are claims. The fourth is how you find out.
One career, written four ways. Same person, same employer, same twenty-eight months.
Drag across the stage, or use the arrow keys, to move from what was sent, to what was posted, to what was generated — and then to the document that put every claim to him and recorded what came back.
Illustrative candidate and criteria. The Edge CV Screener compares each CV against criteria drawn from the job description, generates questions targeted at the claims that need testing, and puts them to the candidate through a Simon interview in text, audio or video. Simon returns evidence states only — it never scores, ranks or rejects, and no candidate is screened out by the system.
Jordan Marsh — screening record
EDGE CV SCREENER
REGIONAL COMMERCIAL MANAGER
SIMON INTERVIEW · VIDEO · 14 MIN
7 criteria · 9 questions put to the candidate Hold — essentials not evidenced
FROM THE CV: 2 EVIDENCED · 4 PARTIAL · 1 NOT EVIDENCED → AFTER SIMON: 2 EVIDENCED · 2 PARTIAL · 3 NOT EVIDENCED
| Criterion | CV | After the interview |
|---|---|---|
| Leads a team of 10+ ·E | Evidenced | Not evidenced“Four direct. Plus the agency guys, when we used them.” |
| P&L authority ·E | Evidenced | Not evidenced“I signed to ten grand. Anything over that went to the regional director.” |
| Regional revenue accountability ·E | Partial | Partial“Eleven, twelve percent? Nine of it was the price rise, that came from group.” |
| 5 years in commercial management ·E | Partial | Partial“Twenty-eight months in the role. Six years in commercial altogether.” |
| Postgraduate qualification ·D | Partial | Not evidenced“Two modules left. I'll finish it.” |
| CRM implementation ·D | Partial | EvidencedNamed the vendor, the cutover weekend, and the two workarounds he built when sales data wouldn't migrate. |
| Category pricing experience ·D | Not evidenced | EvidencedWalked through his own quarterly benchmark. Never mentioned on any of the three CVs. |
Evidence states come from the CV and from the interview transcript, each anchored to the line it rests on. Simon returns evidence states only — it does not score, rank or reject.
Two claims collapsed. Two got stronger, including one he never thought to write down. He is not a Head of Commercial with a team of twenty-five — he is a solid regional manager with four reports who quietly runs the pricing. That is still a hire. For a different job.
Jordan Marsh
Visionary Commercial Leader · Transformation Architect · Growth Catalyst
Professional Summary
A dynamic, results-driven commercial leader with a proven track record of leveraging cross-functional synergies to unlock exponential value in today’s fast-paced business landscape. Passionate about empowering high-performing teams to consistently exceed expectations.
Key Achievements
- Spearheaded a paradigm-shifting commercial transformation, catalysing a 40% uplift in revenue while simultaneously driving a 40% reduction in operational expenditure.
- Orchestrated the seamless end-to-end migration of a mission-critical CRM ecosystem, empowering 25 stakeholders across 12 geographies.
- Championed a culture of relentless innovation, mentoring emerging talent and fostering an environment where excellence is not an aspiration — but a baseline.
Core Competencies
Committed to driving sustainable, impactful outcomes in an ever-evolving global landscape.
Jordan Marsh
Head of Commercial | Revenue Growth Leader | CRM Transformation | Team Builder | Speaker
Dubai, United Arab Emirates · 500+ connections
#OpenToWorkAbout
Commercial leader with 3+ years building and scaling high-performing teams across the region. I believe growth is a people problem before it is a numbers problem — and I’ve been lucky enough to prove it. 40% YoY revenue growth, a 25-person org across 12 markets, and a CRM migration delivered on time.
Experience
Head of Commercial — Regional
Meridian Trading · Full-time · 2022 – Present · 3 yrs
Senior Account Manager
Meridian Trading · 2021 – 2022
Top skills
JORDAN MARSH
Dubai, UAE · jordan.marsh@example.com · +971 5X XXX XXXX
Personal Statement
A results-focused commercial manager with over 3 years’ experience leading high-performing sales teams and delivering significant revenue growth across the region. Seeking a new challenge in a forward-thinking organisation.
Employment History
- Managed a team of 25 across sales and account management
- Grew regional revenue by 40%
- Led the CRM migration project across the business
- Full P&L responsibility for the region
- Managed key accounts and exceeded targets
Education
MBA, Henley Business School
BA (Hons) Business Studies, 2014
Skills
Fluent French · Advanced Excel · Salesforce · Team leadership
References available on request.
Draft one — the CV
The document Jordan sent. Neat, plausible, and stretched in four places.
Nothing here is quite a lie. One title is borrowed, one date is generous, one team has been counted loosely and one percentage has been rounded up from something that was never measured.
Questions generated from the claimsEach one aimed at a specific line that needed testing, not a generic competency bank. Delivered in text, audio or video, whichever the role warrants.
Minutes to move seven claims from assertion to evidenceBefore a recruiter has read a word of it. The interview is the verification step, and it happens at the top of the funnel instead of the bottom.
Claims that got stronger, not weakerOne of them appeared on no CV at all. This is not a lie detector — it is a way of finding the evidence a CV structurally cannot carry, in both directions.
How a CV becomes evidence, not a claim
Every criterion is drafted from the job description, then checked against the CV and — where it matters — put to the candidate directly.
Criteria, drafted and approved
- An AI drafts screening criteria from the job description — Knockout, Essential or Desirable — for a recruiter to edit and approve before any CV is scored.
- Every criterion carries a concrete evidence rule, not just a requirement label, so adjudication has something exact to check against.
Dual-pass, evidence-governed adjudication
- Two independently-framed passes — a strict auditor and a generous-but-honest reviewer — check the CV for each criterion; disagreement resolves to the lower state, never the higher.
- A claimed match must be backed by an exact, located quote from the CV text — a claim with no verifiable quote is rejected, not trusted.
Verification interviews close the gaps
- CV Verification interviews are adaptive — Simon asks specifically about what the CV didn't clearly evidence, not a generic script.
- Standardized interviews ask every candidate the same fixed questions; Competency interviews are grounded in real O*NET task and work-activity data for the matched occupation.
- All three run through the same Simon chat shell, in text, audio or video.
Why the evidence holds up under scrutiny
The important distinction is not only what the assessment is called. It is what kind of evidence it collects and how that evidence can be explained.
Nothing is credited without a located quote
- A model claiming a criterion is met must produce an exact, verbatim quote from the CV or interview transcript; the system locates and verifies it before crediting anything.
- A claim that can't be verified is rejected to 'not evidenced' — never silently trusted just because the model sounded confident.
Interviews probe gaps, they don't interrogate
- Only candidates with a genuine evidence gap get probed on it — a fully-evidenced criterion is never re-litigated in an interview.
- Verification interviews carry leave-detection safeguards, so a candidate can't quietly hand the interview to someone else mid-way.
What a screening result actually carries
A result is never a bare score — every criterion state is anchored to real text.
Evidence states
Outcome bands
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