Paste a CV and a job spec, get a guide for that specific conversation: what to probe given this candidate’s gaps, the follow-ups that catch a rehearsed answer, and a scorecard tied to the competencies the role was opened for. The same structure reaches every interviewer, so two candidates for one role are compared on the same evidence rather than on who happened to interview them.
Forty minutes of reading a CV and drafting questions does not survive a day with six interviews in it. So the interview is improvised — and the improvisation is different every time.
One probes architecture, the next asks about the last job, the third talks culture for half an hour. Two candidates for the same role end up with two incompatible sets of evidence, and the decision defaults to whoever felt better in the room.
Impressions land in a notebook or a Slack DM, in prose. A week later nobody can reconstruct why candidate B was rejected, and the next round re-asks the same questions.
We sit with the hiring manager and write down what the role is actually hired on — four to six competencies, each with what a strong answer looks like. This is the part that makes the questions useful, and it is the part a generic prompt cannot do for you.
The model marks overlap and gaps: what the candidate claims, what the role needs, what is vague or missing. Those gaps drive the questions, which is why the guide differs from candidate to candidate.
Eight to twelve ordered questions, each with a follow-up and a note on what a strong versus a weak answer sounds like — plus the two or three things worth verifying because the CV is thin on them.
Every question maps to one competency on a defined scale, with room for the evidence behind the score. A number without the quote that produced it is an opinion with a decimal point.
The guide is attached to the candidate in your ATS and posted to the interviewer before the call; the filled scorecard comes back onto the candidate record, so the hiring committee reads comparable evidence instead of four sets of prose.
We build in your stack rather than moving you onto ours. The list below is what this solution most often connects to — other systems are a scoping question, not a blocker.
No. The gaps between this CV and this spec drive them, so a candidate with no team-lead experience is asked different things from one who led fifteen people. The competency frame stays fixed; the questions inside it move.
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