Guides for smarter hiring
Practical advice on interviewing, screening and building a fair, fast hiring process, with sources linked.
These guides are written for recruiters, hiring managers and founders who run interviews themselves. Each one starts with a short answer, then goes into the detail: templates you can copy, example questions, scoring anchors and the rules that apply where you hire. Where we cite research or law, we link to the source.
Interviewing
How to run interviews that predict performance: structured interviews, behavioral questions, scorecards, note-taking and choosing the right interview types for each round.
A guide to the 10 interview types (and when to use each)
Screening, technical, system design, behavioral and more: a practical breakdown of the ten interview types, what each one tests and how to sequence them.
Read article
Behavioral interview questions: 30 examples and what good answers look like
30 behavioral interview questions grouped by competency, what a strong answer sounds like, which follow-ups to ask and how to score answers fairly.
Read article
How to take interview notes: a recruiter's guide (with template)
How to take interview notes that capture evidence, not impressions: what to write down, what to leave out, a copy-ready template and where AI note-takers fit.
Read article
Interview scorecard template: how to build one (with examples)
What an interview scorecard is, what to include, how to write rating anchors, plus a copy-ready template and examples for technical and non-technical roles.
Read article
What is a structured interview? A practical guide with examples
What a structured interview is, why research ranks it among the best predictors of job performance, and how to design and run one, with example questions.
Read articleHiring process
The steps around the interview: writing job descriptions, screening resumes, shortlisting, phone screens, giving feedback and speeding up time to hire.
How to screen resumes faster with AI (without lowering your bar)
Manual resume review is slow and inconsistent. Here's a practical workflow for using AI to screen resumes in bulk while keeping quality high.
Read article
How to write a job description that attracts the right candidates
How to write a job description that attracts the right people: what to include, how to write each section, an example, inclusive language and common mistakes.
Read article
Time to hire: how to measure it and 10 ways to reduce it
What time to hire means, how it differs from time to fill, how to calculate both, where hiring usually slows down and ten practical ways to speed it up.
Read article
How to shortlist candidates: a step-by-step guide for recruiters
How to shortlist candidates fairly and quickly: set criteria before you read, screen in passes, score with weights, check for bias and use AI for volume.
Read article
Phone screen interview questions: a recruiter's script and checklist
The phone screen questions recruiters should ask, a 30-minute script, questions to avoid, real and false red flags, and how to decide who moves forward.
Read article
How to write interview feedback (with examples and templates)
How to write clear, evidence-based interview feedback for your hiring team and for candidates, with examples for hire, no-hire and on-hold decisions.
Read articleAI and compliance
Using AI in recruitment responsibly, and the rules that apply: recording consent, AI hiring laws in the US and EU, and data protection for candidate information.
AI in recruitment: how to use it, where it helps and what to watch out for
A practical guide to AI in recruitment: where it saves time across the hiring process, where it goes wrong, which laws apply and how to use it responsibly.
Read article
Is it legal to record a job interview? Consent rules for recruiters
When you can record an interview, which US states require everyone's consent, how AI hiring laws in Illinois, NYC and the EU apply, and how to ask for consent.
Read articleStart hiring smarter today
Create an account and put the reading, scoring and note-taking on the AI.