Our Methodology: How Interview Feedback Works

Here is exactly what goes into your practice and your feedback: the interview type, the role, and, when you provide them, your job description, CV and spoken answers. What comes back is advisory preparation guidance. It is not a scientific hiring prediction and it is not an employment decision.

How interview questions are selected

Your questions come from the interview format you pick and the role you are targeting. Add a job description or CV context and the practice gets closer to the real thing. Follow-up questions can be generated mid-session based on what you just said, the way a real interviewer would.

What feedback may consider

Feedback can look at how clear your answer was, how it was structured, whether it was relevant, how specific it got, and the examples you used. That helps you rehearse an answer people can follow. It is not a validated measure of employability or job performance.

What Voxxhire does not evaluate

We do not make employer hiring decisions, diagnose your personality, infer your emotions, analyse your face, or predict how you will perform in the job. You are never ranked against other candidates.

Scores, variation and interpretation

Feedback is advisory, not absolute. Run the same answer twice and the wording can differ, because the context, prompts and generated responses vary. Treat scores and suggestions as something to think about, correct the errors, and keep only the advice that matches your actual experience.

Limitations and responsible use

AI can misread context and can be wrong. Use this to practise truthful examples and prepare better. It is not a promise of an interview, an offer, or an employment outcome.

Review history

Methodology version: 1.0.0. Last reviewed: 2026-07-14. This page changes when the public candidate experience or the documented feedback approach changes.

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