Trust & scoring
How Muqabaleh Scores Work
A Muqabaleh Passport is a candidate-controlled interview-readiness record. It helps you practise, improve, and — if you choose — share a clear signal. It is not a hiring decision.
You control the Passport
The Passport is your interview-readiness record from Jeannie practice. You decide whether anyone else sees it.
Private by default
Scores, feedback, and the Passport stay private until you publish or share them. Practice first; share only when you are ready.
A methodology score — not a verdict
The number reflects the interview-practice methodology and the score version in effect for that session. Versions can evolve as the product improves.
You always apply yourself
Muqabaleh never submits applications for you. Practice here, then apply on the employer’s own site.
What a score is not
- Not a hiring guarantee — a strong score does not mean an offer.
- Not a complete measure of professional competence, character, or potential.
- Not an automatic employment-eligibility decision.
- Not a replacement for an employer’s lawful hiring process or human judgement.
For hiring teams
Treat a shared Passport as one contextual signal among many. Use it to structure conversations — not to exclude people automatically. Combine it with interviews, work samples, and your own criteria, and follow applicable employment law.
What others can see
Raw audio, transcripts, private coach feedback, and individual practice data are not shown to third parties unless you give explicit product consent or a permission you control. A published Passport shows only the readiness record you chose to share.
Quick answers
- Is my score public after I practise?
- No. The Passport is private by default. You choose whether to publish or share it.
- Can employers listen to my interview?
- Not unless product consent and permissions explicitly allow it. Private audio, transcripts, and coach notes stay with you by default.
- Should a company hire from the score alone?
- No. The score is a readiness signal from a practice methodology. It should sit alongside human judgement and a lawful hiring process.
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