Structured interviews, scorecards and fairer decisions.
How to interview for a skill you don't have yourself
You're hiring a specialist you can't personally evaluate. Here's how to get real signal without faking expertise you don't have.
How to follow up on a vague answer without feeding the candidate the answer
The best interview signal usually comes from your second and third questions, not your first. Here's how to probe a vague answer without leading the witness.
How to take interview notes that stand up in a debrief
Good interview decisions come from good notes. Here's how to capture evidence in the room so your debrief argues about facts, not memory.
Reference checks that actually tell you something
Most reference calls confirm what you already decided. Here's how to run one that surfaces real signal before you make an offer.
How to design an interview loop where every stage earns its place
Most interview loops repeat the same questions in different rooms. Here's how to map competencies to stages so every round tells you something new.
How to run a screening call that respects everyone's time
A structured 25-minute screening call filters out mismatches early and gives candidates a reason to stay. Here's how to run one that holds up.
How to calibrate interviewers so a 4 means the same thing to everyone
A scorecard only works if your interviewers agree on what the numbers mean. Here's how to calibrate a panel so scores are comparable, not personal.
Designing a take-home assignment candidates won't resent
A practical guide to work-sample tests that predict on-the-job skill without burning candidates' evenings or your team's goodwill.
How to run an interview debrief that doesn't turn into groupthink
The debrief is where a good hiring process quietly falls apart. Here's how to collect scores first, argue the evidence, and reach a decision you can defend.
The case for structured interviews (with a scorecard to steal)
Unstructured interviews mostly measure rapport. Structure is how you measure the job and compare candidates fairly.
12 interview questions that reveal real skill
Skip the brainteasers. These twelve behavioral prompts surface how a candidate actually works, not how well they rehearsed.