Structured interviews

Give interviewers a shared plan and collect consistent feedback.

Availability: Structured interview kits and scorecards are optional and may not be available for your organization. Standard interview scheduling can still be used.

A structured interview gives candidates for the same role a consistent set of job-related questions and evaluation criteria. An interview kit contains the plan. A scorecard records each interviewer's evidence and recommendation.

Create a scorecard

1. Open the structured interview settings.
2. Create a scorecard template.
3. Add the job-related competencies interviewers should assess.
4. Describe what good evidence looks like for each competency.
5. Mark only truly essential items as required.
6. Save the template.

Start with a small number of distinct competencies. Avoid rating the same quality under several labels.

Build an interview kit

1. Create a new interview kit.
2. Give it a name that identifies the role and interview round.
3. Add short preparation guidance for interviewers.
4. Select the scorecard template.
5. Add the questions in the order they should be asked.
6. Connect each question to the competency it tests when that option is available.
7. Save the kit.

Assign the kit

1. Open the candidate and select Schedule interview.
2. Add the interviewers and meeting details.
3. Select the interview kit if the option appears.
4. Confirm that every interviewer knows which areas they own.
5. Send the invitation.

For general scheduling help, see Schedule live interviews.

Submit feedback

Feedback is due the moment an interview ends. Your scorecards are in Hiring → Feedback, grouped Overdue, Due now and Upcoming; the same items appear as Write feedback tasks on Home and as a Write your feedback link on the interview row in the job's Schedule tab.

1. Open the scorecard from any of those places. Prep notes and suggested questions from the kit sit beside the form, so you can open it before the interview too.
2. Rate each competency using evidence from the conversation. Drafts save automatically.
3. Add concise notes that explain the rating.
4. Choose an overall recommendation.
5. Check the What happens next line above the Submit button. A yes moves the candidate to the next stage of the interview plan; a no rejects them and sends the stage's rejection email. Leave Apply this when I submit on to let it happen, or turn it off to record your feedback only.
6. Submit. You then see what the rest of the panel said and can jump straight to your next scorecard.

The decision applies once per scorecard and shows on the candidate's timeline. If the candidate is already in the last stage, or their application is closed, the line tells you and nothing changes. Choose which rejection email each interview stage sends under Settings → Pipelines (or in the job's interview plan); with none set, your first active rejection template is used.

Each interviewer completes feedback independently; the panel view only appears after you submit, so the first opinion does not shape everyone else's record.

When you mark an interview Completed on the Schedule tab, any missing scorecards are created and you are offered yours right away.

Chase missing feedback

Recruiters and hiring managers see a Team tab on Hiring → Feedback listing every interview on their jobs that has ended with scorecards still outstanding, and who on the panel has or has not written up.

• Nudge re-sends the reminder email to one interviewer. One automatic reminder also goes out 24 hours after the interview ends.
• Add interviewer requests a scorecard from a teammate who sat in but was not on the invite.
• Each interview row on the job's Schedule tab shows Feedback 2/3 and who is still owed.

Run the debrief

1. Check the panel signal on the Review board card — for example Panel: 3 yes · 1 no or 2 scorecards outstanding — before the meeting.
2. Review areas of agreement and disagreement in the panel view on the candidate's profile.
3. Ask interviewers to point to evidence, not intuition.
4. Decide the next stage based on the role's requirements.
5. Record the decision by moving the card on the Review board.

If feedback enforcement is on and scorecards are missing, the move is blocked and the board names who still owes feedback.

Use feedback enforcement carefully

Some organizations can prevent a candidate from advancing while completed interviews still have missing scorecards.

1. Run a small pilot without enforcement.
2. Confirm that interviewers can find and submit their scorecards.
3. Set a clear deadline for feedback.
4. Enable enforcement only after the workflow works reliably.
5. Tell recruiters how to identify and resolve missing feedback.

To move the candidate after the debrief, see Review and move candidates forward.