Interviews
Unstructured interviews are four people forming four different impressions.
What a kit is
Competencies, per stage, with the questions attached.
A kit defines what this stage is for: which competencies it assesses, what to ask, and what a good answer looks like. Stages differ — a screening call and a final round should not be testing the same things — and the kit makes that explicit rather than leaving it to whoever is in the room.
Scorecards are per interviewer per interview, rated against those competencies, and can be required before a candidate advances.
- Generic interviewinstalled by default — nobody starts empty
- Software engineering
- Sales
- Product management
- Engineering management
- Executive
- Customer support
- Behavioural
- Bench placementfor a consultant being redeployed
- Required to advance, if you want —
Tenant-configurable. Some teams want the gate; some want the nudge.
- An interviewer roster —
Who can interview, for what, with specialities — which feeds the panel picker rather than living in someone's head.
- It feeds the evidence layer —
Where the interview is recorded, the panel's ratings are compared against what the interview itself produced.
Before you standardise interviewing
The practical questions.
›Will our interviewers actually use a kit?
More likely than a document, because the kit is what the scorecard is built from — the competencies they rate are the ones the kit assigned them. A kit nobody rates against is a kit nobody uses.
›Do we have to design ours from scratch?
No. Nine role-shaped kits install in one click, and one is installed by default so a new workspace is never empty. Delete what does not apply — faster than a workshop nobody schedules.
›Does a kit stop interviewers asking their own questions?
No, and it should not. It decides who covers which competency so four people do not probe the same two things and leave the rest unasked.
›What happens if a panellist never files their scorecard?
They are chased, then escalated. The gap is visible before the debrief rather than discovered in it.
›Is structured interviewing a differentiator?
No. Every serious product has kits and scorecards. What is ours is what happens afterwards — the ratings sit beside what the interview itself produced, and the rows furthest apart get marked.
Book a demo
Build a kit for a role you are hiring.
Four competencies and the questions that test them. It takes about ten minutes and it outlives the role.