Configure interview templates

Interview templates are the saved structures your team starts from when they build an interview guide for a specific role. Configuring strong templates upfront makes hiring more consistent and less work for the managers running interviews.

Open interview templates

1. Sidebar then Settings.
2. Interview templates.

You see your saved templates and the system templates that ship with the platform.

What ships by default

System templates cover common role families:

• Sales. Capability questions on prospecting, objection handling, closing, account management.
• Engineering. Technical depth, problem solving, collaboration, growth.
• Customer service. Empathy, problem solving, communication, calm under pressure.
• Operations / Admin. Detail orientation, prioritisation, communication, ownership.
• Leadership. People development, strategic thinking, decision making, influence.

You can duplicate any of them and edit your copy.

Create a custom template

1. New template.
2. Name it (e.g. “Senior Engineer interview, 90 minute panel”).
3. Add sections (background, capabilities, behavioural, culture fit, their questions).
4. For each capability, write:
   • The question (open ended, behavioural)
   • The rubric (what does a 1, 2, 3, 4, 5 look like)
   • Prompts (follow up questions if the answer is too vague)

Linking templates to roles

When someone creates a job in the recruitment module, they pick a template at the start. The template populates the interview guide with all the structure already in place.

Make sure your templates are named clearly so the right one gets picked. Example: “Senior Sales rep, 60 min” is clearer than “Sales template 2”.

Edit a template

Click any template to edit. Changes apply only to future guides built from this template. Existing guides keep the version they were built from.

Best practice

• Keep capabilities focused. 4 to 6 is plenty per interview.
• Write rubrics in concrete behaviour, not adjectives. “Names the customer’s specific need” beats “shows good listening”.
• Include culture fit explicitly so it’s not the lazy fallback when capability scores are tied.
• Refresh templates once a year. Roles change, what good looks like changes.