Understanding Your 6 Interview Performance Metrics

You just finished an interview. You think it went well — you answered every question, the conversation flowed, and you got a good vibe from the interviewer.

But do you actually know how you performed?

Most people leave interviews relying on gut feeling. GeekBye changes that. After every meeting, it scores your performance across six specific dimensions, each rated from 0 to 100, with concrete examples pulled directly from your transcript.

Here's what each metric measures and why it matters.

See It in Action

Watch how GeekBye breaks down your performance after an interview:

The 6 Performance Metrics

Confidence

Are you speaking with conviction, or undermining yourself before you even finish a sentence?

GeekBye's Confidence metric tracks how decisively you communicate. It catches patterns like:

• Hedging language — "I think maybe I could possibly..." instead of "I did X"
• Filler words — Excessive "um," "uh," "like," and "you know"
• Directness — Do you state your accomplishments clearly or apologize for them?

A high Confidence score means you sound like you believe what you're saying. A low score means your language is working against you — even if your answers are strong.

Clarity

Can the interviewer actually follow what you're saying?

Clarity measures how well-structured and concise your responses are:

• Logical structure — Do your answers have a beginning, middle, and end?
• Conciseness — Are you getting to the point or burying it in filler?
• Staying on topic — Do you answer the question asked or drift into tangents?

This is one of the most actionable metrics. If your Clarity score is low, try using frameworks like STAR (Situation, Task, Action, Result) to structure your answers.

Specificity

Are you backing up your claims with real evidence?

Interviewers hear vague answers all day. Specificity measures whether you stand out with concrete details:

• Numbers and metrics — "Increased retention by 23%" vs. "improved things"
• Real examples — Named projects, specific situations, actual outcomes
• Technical depth — Appropriate level of detail for the role

High Specificity tells the interviewer you've actually done what you claim. Low Specificity sounds like you're making it up as you go.

Engagement

Are you part of the conversation, or just answering questions?

Engagement captures the interactive quality of your interview:

• Energy and enthusiasm — Do you sound interested in the role?
• Asking questions — Are you curious about the team, the work, the challenges?
• Building rapport — Do you connect with the interviewer as a person?

A great interview feels like a conversation, not an interrogation. This metric reflects that.

Composure

How do you handle the hard moments?

Every interview has at least one tough question — the one that catches you off guard. Composure measures how well you handle pressure:

• Tough questions — Do you freeze, or do you think through it calmly?
• Pace consistency — Does your speaking speed stay steady, or do you rush when nervous?
• Recovery — When you stumble, do you recover smoothly or spiral?

This metric matters most for high-stakes interviews. Interviewers notice when candidates stay calm under pressure — and when they don't.

Relevance

Are you actually answering the question that was asked?

It sounds simple, but many candidates go off-track without realizing it. Relevance tracks:

• Answering the question — Did you address what was actually asked?
• Preparation signals — Do your answers show you researched the company and role?
• Follow-through — Do you complete your answer or trail off?

A low Relevance score often means you have great stories but aren't connecting them to what the interviewer needs to hear.

Understanding Your Overall Score

Your overall score is a weighted combination of all six metrics, rated from 0 to 100.

Here's a general guide:

• 80–100 — Excellent. You're performing at a high level across the board.
• 60–79 — Good. Strong fundamentals with clear areas to refine.
• 40–59 — Average. Solid in some areas but significant gaps in others.
• Below 40 — Needs work. Focus on the lowest-scoring metrics first.

Most people score in the 40–60 range on their first interview. That's normal. What matters is improvement over time.

Actionable Insights from Every Interview

GeekBye doesn't just score you — it shows you exactly why you got each score.

For every metric, you'll see:

• Your strongest moments — Specific quotes from your transcript where you excelled
• Areas for improvement — Exact examples of where you lost points, with suggestions
• Recommended practice — Targeted advice based on your weakest dimensions

This turns every interview into a learning opportunity. Even if you don't get the job, you walk away knowing exactly what to work on.

Tips for Using Your Metrics

Review immediately after each interview. Check your report while the conversation is still fresh. Compare the AI's analysis with your own impressions — you'll be surprised how often they differ.

Track your progress over time. Your metrics tell a story across multiple interviews. Are you getting more confident? Is your specificity improving? Watch the trends.

Focus on one metric at a time. Don't try to improve everything at once. Pick your lowest-scoring dimension and work on it for your next three interviews.

Combine with the Listen feature. Use real-time transcription during your interview, then review your metrics afterward. Seeing your transcript alongside your scores makes the feedback click.

Practice with low-stakes meetings. Your metrics work for any meeting, not just interviews. Use team calls and casual conversations to practice before the real thing.

Your Data Stays Private

Your performance metrics are generated entirely on your device:

• Local processing — All analysis happens on your machine, not in the cloud
• Your data stays on your device — Transcripts and scores never leave your computer
• Delete anytime — Full control over your data, always

No one sees your scores but you.

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Ready to find out how you really perform in interviews?

Have questions about your performance metrics? Get in touch.