Listening and acknowledgment
Did the employee recognize the customer's stated concern before moving into questions or explanation?
Transparent performance evidence
Measure what the employee did—not what an algorithm imagines about them.
TryTheRole scoring is designed around role-related behaviors that managers can define, observe and review. The purpose is better evidence for coaching and readiness—not an unexplained number.
01Employer-defined competencies02Conversation-linked evidence03Human-reviewed decisions
What gets measured
Score the behaviors that influence the next step.
A useful scorecard reflects the actual job. An admissions representative may need empathy, safety awareness and payer discovery. A dealership representative may need comparative discovery, trade exploration and an appointment close.
The criteria should be understandable before the simulation begins and reviewable after it ends.
Discovery and qualification
Did they gather the information required to understand fit, urgency, needs and the appropriate path?
Accuracy and boundaries
Did they avoid unsupported promises, prohibited claims, premature conclusions or advice outside their role?
Next-step discipline
Did the employee clearly propose, confirm and document the appropriate next action?
How evidence is produced
The score, the moment and the reason stay connected.
General feedback such as “improve objection handling” is difficult to coach. Evidence-based feedback identifies the moment, the expected behavior and the practical consequence.
Managers can review the conversation, apply professional judgment and decide whether the scoring standard needs adjustment.
Define
Select required behaviors, optional behaviors, prohibited behaviors, weighting and readiness thresholds.
Observe
Evaluate what was actually said and done during the simulation against those defined expectations.
Explain
Show supporting moments, missed requirements and the reason each item affected the result.
Review
Let a qualified manager confirm the evidence, add context and make the final decision.
Responsible use
A performance tool should support judgment, not replace it.
Conversation scores can inform coaching, training assignments and readiness discussions. They should not be treated as infallible or used as the sole basis for a high-impact employment decision.
TryTheRole rejects personality detection, deception detection and other claims that cannot be responsibly inferred from a role-play conversation.
No autonomous hiring decisions
Managers retain responsibility for the complete selection process and relevant legal requirements.
No personality diagnosis
The system focuses on demonstrated behavior within the specific simulated task.
No guaranteed business outcome
Better practice can support performance, but sales, admissions and customer outcomes depend on many factors.
Frequently asked questions
Questions leaders ask before they begin.
Clear boundaries make the system easier to evaluate and safer to use.
Can every role use the same scoring model?+
No. Competencies should reflect the responsibilities, boundaries and outcomes of the specific role.
Can a manager override or annotate a result?+
The product direction includes human review and management context. Exact workflow capabilities should be confirmed for the selected plan and implementation.
Can scoring include required disclosures?+
Employer-approved statements, disclosures, handoffs and prohibited claims can be incorporated into scenario criteria.
Is a high score a guarantee of job performance?+
No. A simulation supplies additional job-related evidence; it cannot reproduce every condition or guarantee future performance.
Three ways to continue