During the interview, the platform's job is to keep the rubric in front of you and capture your ratings as you go. Recording is structured by question, not by impression — so when you finish, you have a per-competency score, not a fuzzy overall feel.
Where to do it
/{slug}/app/interviews/{interviewId}/conduct. Each interviewer has their own conduct page; multiple interviewers on the same interview each rate independently. The first scorecard marks the interview COMPLETED; the other interviewers can still open the page and submit theirs.
You reach the conduct page from:
- The notification that lands when the interview is confirmed.
- The interview record on the candidate's profile.
- A direct calendar link if you added the
.icsto your calendar (the link is in the event location).
What the page looks like
Three regions:
- The candidate context strip at the top — name, role, screening narrative, key prior roles. Read it before you start. Closed by default after first read.
- The rubric questions in the middle — each question shown one at a time. Below each, a 0–4 ordinal slider with anchored labels, and a free-text note field for what the candidate actually said.
- The submit panel at the bottom — Save and continue between questions; Mark interview complete when you are done.
Open the page before the interview starts so the candidate doesn't see you wrestling with the UI on screen-share. The page is read-write — you can save and come back, you can edit your ratings until you mark complete.
No rubric attached? Generate one
If the interview's role has no rubric yet, the conduct page shows a No rubric attached empty state with a Generate rubric button. Pick how many questions you want, click the button, and the model drafts behavioural questions mapped to the role's required competencies. Nothing is written automatically — the draft appears for review, where you edit or remove any question, then click Save rubric to attach it to the interview. From there the normal conduct flow takes over.
During the interview
For each question:
- Ask the question as written. If the rubric has a probe attached, use it when the first answer is shallow.
- Listen and take notes in the free-text field as the candidate speaks. The notes are for you and your fellow interviewers — they are not shared with the candidate.
- Rate after the candidate has finished, on the 0–4 scale. The anchored labels are there to keep ratings comparable across interviewers.
- Save and move to the next question.
The candidate cannot see what you write or rate. They see only the structure of the interview through your facilitation.
After the interview
Click Mark interview complete. Three things happen:
- Your ratings are aggregated per required competency and contributed to the candidate's SkillProfile at fidelity 0.7.
- Your notes are saved to the candidate's interview history, visible to other interviewers and to HR.
- If yours is the first scorecard, the interview record's status flips from
CONFIRMEDtoCOMPLETED. The rest of the panel still sees Score interview on the candidate's profile and can submit (or edit) their own ratings afterwards. - If yours is the last interview to complete, the candidate's pipeline stage stays at
INTERVIEWINGuntil you (or another HR admin) decides to move them toOFFEREDorREJECTED.
Reading the scorecard on the candidate profile
After the interview is marked complete, open the candidate's profile and go to the Interviews tab. A Structured Interview Scorecard panel appears — one row per rubric criterion, each showing the average score as a filled progress bar plus a numeric value out of 5. The overall average is shown at the top right.
This is the primary output of the conduct flow. Use it to compare candidates against the same rubric, or to brief a hiring committee before a panel review.
If multiple interviewers conducted the same interview independently, the scorecard shows the average across all of them. Disaggregated per-interviewer detail (who rated what) is available in the free-text notes below the scorecard.
The platform does not arbitrate disagreements. It surfaces them.
Next
When you are ready to bring the candidate in, the next page covers the hire moment itself — the one-click handoff from candidate to employee.