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Glossary

This glossary defines key terms used across CoderScout documentation.
Terms are explained in a hiring-context, not in UI or implementation language.

Assessment​

An Assessment is a hiring workflow designed for evaluating candidates individually, typically used for lateral or experienced hiring.

Candidates participate at their own convenience, progress through stages based on scores, and are filtered automatically before interviews.

Contest​

A Contest is a hiring workflow designed for evaluating many candidates together, typically used for campus, off-campus, or mass hiring.

Stages start simultaneously for all candidates, timers are global, and progression decisions are usually taken manually between stages.

Stage​

A Stage is a single evaluation step within an Assessment or Contest where a candidate is assessed on a specific skill or competency.

Examples include MCQ stages, programming stages, application stages, or AI interviews.

Stage Type​

A Stage Type defines how a stage evaluates a candidate.

Examples:

  • MCQ
  • Programming
  • Application
  • SQL
  • Notebook
  • AI Interview
  • Video Response
  • Pre-placement Talk (Contest only)

Stage Lifecycle​

The sequence of events a stage follows: availability → start → duration → submission → evaluation → progression decision.

Stage lifecycle behavior is most flexible in Assessments and more controlled in Contests.

Deadline to Start (Stage)​

A configurable limit that defines how long a candidate has to start a stage after it becomes available.

If the candidate does not start within this window, the stage expires for that candidate.

This is commonly used in Assessments to keep pipelines moving.

Stage Duration​

The maximum time a candidate can work on a stage after starting it.

The timer begins when the candidate starts the stage and ends on submission or auto-submission.

Score​

A Score is a numeric value (0–100) representing a candidate’s performance in a stage, based on objective rules or human evaluation.

Examples:

  • MCQ correctness
  • Test cases passed in programming
  • SQL query results
  • Manually assigned score for notebooks

AI Score​

An AI Score is a qualitative evaluation (0–100) generated by AI, assessing how a candidate approached a problem.

It considers aspects such as reasoning, structure, clarity, maintainability, and depth of understanding.

AI Score complements, but does not replace, objective scoring.

Auto-Progression​

A mechanism (primarily used in Assessments) that automatically moves candidates to the next stage if they meet defined score thresholds.

Auto-progression reduces manual screening and ensures Hiring Managers are involved only when necessary.

Cut-off / Threshold​

A minimum score (percentage) required for a candidate to progress to the next stage when auto-progression is enabled.

Thresholds can be configured per stage.

On Hold​

A candidate status indicating that the candidate did not meet the progression threshold but has not been rejected.

Candidates on hold can be manually reviewed or progressed later.

Rejected​

A candidate status indicating that the candidate has been eliminated from the Assessment or Contest and will not proceed further.

Candidate Intake​

The process of adding candidates into an Assessment or Contest.

CoderScout supports multiple intake methods:

  • direct email invitations
  • application forms
  • resume uploads and profile screening

Direct Applications​

A mode where candidates apply themselves using a public application form linked to an Assessment or Contest.

Applications can be filtered using rule-based criteria before inviting candidates to stages.

Application Form​

A customizable form used to collect candidate information such as education, experience, skills, and resume files.

Application forms can be associated with Assessments or Contests.

Profile Screening​

An optional resume-based screening step where resumes are scored against job requirements using configurable criteria.

Candidates above the cutoff are automatically invited to the assessment.

Resume Pool​

A collection of one or more resumes uploaded together (individually or as a zip file) for screening or invitation.

Resume pools can be reused across hiring workflows.

Leaderboard​

A consolidated view showing candidate scores across all stages of an Assessment or Contest.

Leaderboards help identify top performers quickly.

Playback​

A synchronized replay of a candidate’s activity during a stage, including:

  • webcam recording
  • screen recording
  • audio
  • timeline of key events

Playback enables evidence-based review.

Integrity Signals​

System-generated indicators highlighting potential rule violations such as:

  • tab switches
  • inactivity
  • absence from screen
  • external assistance

Integrity signals appear on the playback timeline.

Live Supervision​

An optional feature allowing a hiring team member to observe a candidate in real time during a stage.

Live supervision includes viewing webcam, screen, audio, and two-way communication.

Hiring Manager​

The person accountable for the hiring decision for a role.

In CoderScout, Hiring Managers typically engage after skill-based screening is complete.

Subject Matter Expert (SME)​

A person with domain expertise who evaluates candidate quality, often during interviews or final reviews.

CoderScout minimizes unnecessary SME involvement by automating early evaluation.

Recruiter​

A user responsible for managing candidate intake, communication, and coordination during the hiring process.

Recruiters can receive notifications and manage assessments collaboratively.

Pre-placement Talk​

A live introductory stage (Contest-only) where organizations present information about the company, role, and hiring process to candidates before evaluation stages begin.

Assessment Dashboard​

A central view showing candidate progress, recent activity, scores, and access to playback for all stages.

Contest Supervisor​

A user responsible for starting stages, monitoring progress, and managing candidate flow during a Contest.

Key Takeaway​

CoderScout terminology reflects how hiring decisions are made, not just how screens or features are named.

Understanding these terms helps teams design clearer workflows, reduce effort, and hire with confidence.