Guide

Structured interview questions for small teams, built with AI

Define the role, write behavioural questions tied to outcomes, and score candidates fairly.

Unstructured interviews mostly measure how much you like someone. A simple structure makes hiring fairer and more predictive.

1. Role scorecard

Help me define [title]: purpose, 4–6 first-year outcomes, must-have skills and nice-to-haves.

Everything else builds on this.

Write 6 behavioural interview questions tied to this scorecard [paste], and describe what a strong answer includes.

Ask every candidate the same questions.

Create a 1–4 scoring sheet per competency with space for evidence.

Score independently before discussing.

Write a respectful rejection email after a final interview.

Candidates remember how they were treated.

Keep candidate personal data out of AI tools unless approved, and check employment rules in your country.