Interviewing
Run organized interviews, not chaotic ones
Coordinate schedules, panels and feedback in one place, so candidates get a clear process and your team makes confident decisions faster.
The interview loop
Where interviewing breaks down
Scheduling lives in email, feedback lives in five places, and no one is sure who still needs to weigh in.
The old way
A loop held together by reminders
And a decision made in the debrief.
- Trade emails to find a time
- Each interviewer asks their own questions
- Notes land in inboxes, chats and docs
- Someone chases the last piece of feedback
- The loudest voice in the room decides
With HoistHR
One loop, in one place
Comparable feedback, and a clear next step.
- The candidate picks a time from the slots you offer
- Every panelist scores the same competencies, on their own
- You compare candidates side by side and decide
Capabilities
How it works
01 SCHEDULING
No more back and forth
Propose times and the candidate picks, with no login, in their own timezone.
- Interviews and panels coordinated in one place
- Double booking checked for the interviewer and the candidate
- Calendar invitations that update when plans change
Tue 10:0045 minutes
Wed 2:30Selected
Thu 9:1545 minutes
Shown in the candidate's own timezone. Checked against the interviewer and the candidate for double booking.
02 STRUCTURED FEEDBACK
Feedback you can compare
Consistent scorecards mean every interviewer answers the same questions about every candidate.
- An anchored rating scale for each competency
- Blind scoring, so nobody is anchored by a senior colleague
- Notes and ratings stay attached to the candidate
| Competency | You | Panel |
|---|---|---|
| Problem solving | Hidden until you submit | |
| Communication | Hidden until you submit | |
| Ownership | Hidden until you submit |
Divergence Flagged after reveal, so the debrief starts on the real disagreement.
03 SIDE BY SIDE VIEW
Confident calls
Compare candidates clearly on what matters for the role.
- The same competencies across every candidate
- Panel scores revealed together
- Divergence flagged for the debrief
| Candidate | Problem solving | Communication | Ownership |
|---|---|---|---|
| A. Rivera | |||
| M. Chen | |||
| L. Park |
04 DECISION TRACKING
Know what happens next
See where each candidate stands and who still owes feedback before a decision.
- Outstanding feedback visible to the hiring team
- An interview must be complete before an offer
- The whole history carries into the employee record
K. DorsettHiring managerSubmitted
L. OberbrunnerPanelistSubmitted
E. OndrickaPanelistFeedback owed
A candidate cannot move to Offer without a completed interview.
Free resources
Learn structured interviewing
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