AS
ARC
Sign Up

Candidate Scoring

How Arc's Access Score and 6D Evaluation scoring systems work.

Access Score

The Access Score (0–100) is Arc's proprietary measure of how receptive a candidate is likely to be to an approach right now. A score of 80+ indicates high probability of engagement; below 30 suggests the candidate is unlikely to respond at this time.

What Influences the Score

  • Intent signals — active job search behaviour, LinkedIn profile updates, platform activity
  • Career velocity — rate of progression, time since last move, career trajectory
  • Network position — how many connections they share with your team or clients
  • 6D Evaluation — interview performance feeds back into the score
  • Outreach history — previous engagement or non-response adjusts the score

When It Updates

Access Score is recalculated:

  • After a 6D Evaluation completes
  • When new intent signals are detected
  • After an enrichment job runs
  • When the candidate replies to or ignores outreach

6D Evaluation

The 6D Evaluation is an AI framework applied after every voice interview. It scores the candidate across six dimensions:

  1. Technical Capability — domain knowledge and skill depth
  2. Communication — clarity, structure, and confidence
  3. Cultural Alignment — values fit and working style
  4. Leadership Potential — initiative, ownership, and influence
  5. Adaptability — response to change and ambiguity
  6. Role Fit — alignment to the specific job requirements

Reading the Results

Results appear on the candidate profile under the 6D tab:

  • Radar chart — visual overview of all six dimensions at a glance
  • Overall score — weighted average across dimensions
  • Evaluation drivers — key observations and evidence from the transcript that drove each score
  • Interaction history — previous evaluation sessions if the candidate has been interviewed more than once

Using Scores for Decisions

Scores are indicators, not verdicts. Use them to:

  • Prioritise which candidates to advance to human interviews
  • Prepare for human interviews by reviewing dimension gaps
  • Compare candidates for the same role objectively
  • Brief clients with data-backed candidate summaries