Capture interviews and evaluations

Each candidate detail page has an Interviews section. Use it to schedule upcoming interviews, capture notes during or after, and record your recommendation. Structured interview records make for better hiring decisions and a defensible audit trail.

Schedule an interview

1. Open the candidate’s detail page.
2. In the Interviews section, click to add a new interview.
3. Fill in:
   • Type. Phone, video, or in-person.
   • Interviewer(s). Pick one or more from your team.
   • Date and time.
   • Location (for in-person) or video link (for video).
   • Notes / topics to cover (optional pre-interview prep).
4. Save.

The platform records the interview against the candidate. You can also move the candidate to the relevant pipeline stage at the same time (e.g. Phone interview, Interview, Assessment).

Capture during or after the interview

After the interview, come back to the same record and add:

• Question responses. A simple Q&A capture: the questions you asked and their answers.
• Assessment notes. Free text on how the interview went.
• Recommendation. Your call on whether to advance, hold, or reject.

Capturing while the conversation is fresh is much better than waiting until later. Even rough notes are useful.

Use evaluation templates for structure

If your organisation has set up an evaluation template (a list of criteria with a scoring scale), the interview record uses that template instead of free-text-only.

Common templates:

• Skills-based scoring (technical knowledge, problem solving, communication, etc., each scored 1-5)
• Values-based scoring (alignment with each cultural value)
• Mixed (skills + values)

Templates are configured in the recruitment evaluation area. Master templates exist for common patterns; you can also create org-specific templates.

Multi-interviewer evaluations

If two or more people interview the candidate (panel interview, or sequential interviews), each interviewer can capture their own evaluation against the same template. The platform shows the combined view to help with calibration.

Linking interviews to references and offer

Once you’ve captured interview evaluations, you’ll typically:

1. Send reference checks for shortlisted candidates (see Send and track reference checks).
2. Generate an offer letter for the successful candidate.
3. Move them to Hired stage.

The interview record stays on the candidate’s history forever. So even years later, you can see why someone was hired.

Confidentiality

Interview notes are visible to admins and the hiring manager. They’re not visible to candidates and they’re not visible to other employees. Don’t write anything in interview notes you wouldn’t want to defend later, but do capture honest, specific assessments — that’s what makes the record useful.