Your AIVIA report explains your performance, not just scores it.
Report Sections
Performance summary. A plain-language overview of your result — what you demonstrated and where the main gaps are.
Rubric dimension scores. Each dimension scored out of 5. Some dimensions are fixed across all evaluations. Some are specific to the component being evaluated.
Strengths. The most convincing parts of your evaluation, backed by evidence from your answers.
Development areas. Gaps or risks identified, with specific observations about what was missing.
Per-question feedback. Each answer gets its own analysis — what you identified correctly, where you stayed too abstract, what would have made the response stronger.
01 Who Sees the Report
You see everything. Hiring teams only see reports you’ve toggled “On resume.” Toggle it on and the full report is visible. Toggle it off and it stays private to you. You decide which evaluations employers can discover.
02 What Makes This Different from a Score
A score tells you how you did. The report tells you why. The per-question feedback is specific enough to act on — it references your actual answers, not generic advice.
03 What Hiring Teams Do with Your Report
Hiring teams on AIVIA can auto-generate interview questions directly from your report. These aren’t generic questions — they’re tied to the specific strengths and gaps your evaluation revealed. A 3/5 on Prioritization turns into a targeted probe about how you’d re-approach a specific triage decision. A 5/5 on Tradeoff Analysis becomes a follow-up that tests whether that strength holds under time pressure.
This means the interview starts where your evaluation left off. No generic screen, no repeated questions, no wasted time for either side.
04 When Your Report Is Strong
Make it visible. Toggle “On resume” so hiring teams searching on AIVIA can find you based on verified results, not resume keywords.
Build a portfolio over time. Multiple reports across domains create a verified skill profile. Two or three strong reports are more compelling than one.
Use the feedback to grow. Even strong reports identify development areas. The gaps in an Intermediate report are what separate you from Expert. Take another evaluation after working on them and see the delta.
Let the report shape your interview. When a hiring team generates questions from your report, the interview is already calibrated to your level. That’s an advantage — you’re being asked about your actual work, not answering the same screening questions every other candidate gets.
For a full sample report, see the report breakdown page.