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Interviews

Interviews are how you decide whether to hire someone. Recruitment lets you book the rounds, find a time that suits the panel, and collect structured feedback from each interviewer — so a hiring decision rests on written scores, not half-remembered opinions.

There are two screens in the sidebar:

  • Interviews — the recruiter's view of everything scheduled.
  • My Interviews — an interviewer's own list of the rounds assigned to them.

Booking an interview​

You can schedule from a candidate's profile (Schedule interview) or from the Interviews screen. Either way you set:

  • Candidate — who's being interviewed.
  • Round — which stage of the loop this is (for example, "Tech Round 1" or "HR Round").
  • Panelists — who's interviewing.
  • Mode — video, in person, or phone.
  • Video link — for a video round, the call link the panel and candidate will use.

Booking a round for a candidate who's still in an early stage automatically moves them into the Interview stage, so your pipeline always matches reality. You can reschedule or cancel a booking, and mark it done once it's over.

The Interviews screen groups everything upcoming by day, showing the time, candidate, round, panelists, mode and video link — your team's schedule at a glance.

Finding a slot​

Clicking Interviewer schedule opens an availability board — a view of when your interviewers are free, so you can pick a time that works for the panel without a round of emails. When Google Calendar is connected (see below), the board reflects each person's real calendar.

The interviewer experience​

An interviewer doesn't need to learn the whole product. They open My Interviews and see only their own rounds, split into Today, Upcoming and Past.

  • A Join button opens the video call for a video round.
  • A banner offers to connect their Google Calendar, so their interviews land on their calendar automatically.

Submitting a scorecard​

After an interview, the interviewer expands the row and fills in a scorecard — the structured feedback that drives the decision:

  1. An overall verdict — their recommendation, from Strong hire through Hire, No hire, to Strong no hire.
  2. Competency ratings — a score of 1 to 5 on each skill or quality being assessed (for example, problem-solving or communication), so feedback is comparable across candidates and interviewers.
  3. Notes — anything they want to add in their own words.

A round can collect one scorecard per panelist. Together, the verdicts and ratings from everyone who met the candidate give the recruiter and hiring manager a clear, side-by-side picture to decide on.

tip

Ask panelists to submit their scorecard right after the interview, while it's fresh. The full set of scores is what makes the offer decision defensible later.

Google Calendar​

Connecting Google Calendar (in Settings → Integrations, and per interviewer in Settings → Interviewers) keeps interviews and calendars in sync — bookings appear on the right people's calendars, and their availability shows on the scheduling board.

What's next​

  • Offers — turn a "yes" from the panel into an offer
  • Pipeline — see interviews and scorecards on a candidate's profile
  • Team and roles — how interviewers get their limited access