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Design an interview process you could defend

Most early stage interview processes are improvised, which is why two candidates get two different assessments and nobody can explain the decision afterwards. Set the stages, say what each one must prove, name who runs it, and print the scorecard.

Every stage earns its place

Each stage states what it must prove. If you cannot write that sentence, drop the stage.

Named owners

Interviews without an owner get rescheduled. Put a name against each one.

Consistent and comparable

Same core questions, same evidence areas, written down before you meet anyone.

Yours to print or share

Print it, or copy a link for the panel. Nothing is saved and nothing is sent to us.

1. The role

Pick a starting pattern, then change everything. These are common sequences in small technology teams — they are not validated formats for any particular discipline, and the right process is the one that proves what this role actually needs.

Loading a pattern replaces the stages below. Your role title and notes are kept.

2. The stages

0 stages · 0 minutes of candidate time

No stages yet. Choose a role type above and load a default pattern, or add a stage and write your own.

3. How the decision gets made

Agree this before the first interview. Deciding the rule after you have met someone you like is how inconsistent hiring happens.

Your interview process

0 stages · 0 minutes of candidate time

Interview stages, owners and required evidence
StageOwnerMust prove

Structured evaluation reminders

  • Ask every candidate for a role the same core questions, in the same order, so answers can be compared.
  • Write evidence down during or immediately after the stage — not after the debrief has formed a view.
  • Score against the evidence areas you agreed before you met anyone, not against a favourite candidate.
  • Only assess what the role genuinely requires. If a criterion would not change the decision, drop it.
  • Never ask about age, health or disability, race or nationality, religion, sex, sexual orientation, gender reassignment, marriage or civil partnership, pregnancy, maternity or caring responsibilities. Ask about the work instead.
  • If an adjustment is needed for a candidate to show their ability, make it — and keep the evidence bar the same.

Related reading

Guides from the resource hub that cover the thinking behind this page. Each one is written by us and reviewed before publication.

Before and after the interviews