Interview templates
A template bundles an ordered set of questions with a scorecard, so every interview for a role runs the same way. Interviews → Templates.
What a template holds
| Part | Effect |
|---|---|
| Title and description | How your team recognises it |
| Questions, in order | What the interviewer opens in the room |
| Scorecard | What interviewers rate afterwards |
| Private | Visible only to you while you draft it |
| Active | Inactive templates stay for reference but are not offered when scheduling |
Question order is part of the template. Put the warm-up first — the first question sets whether a candidate spends the next hour thinking or recovering.
Why bother
Two candidates asked different questions and rated on different criteria cannot be compared, and the difference will not be visible in their scores. It shows up as a hiring manager saying one "interviewed better" — which may only mean they got the easier set.
A template is also how a new interviewer runs a decent interview on their first attempt: the questions are chosen, the guidelines are attached, and the scorecard says what to look for.
Retiring one
Mark a template inactive rather than deleting it. Interviews already run against it keep their questions and scores either way, but an inactive template stays readable — which matters when someone asks in six months what a candidate was actually assessed on.
Changing one mid-funnel
Editing a template does not change interviews that have already happened; they keep the questions and scorecard they ran with.
It does mean candidates before and after the edit were assessed differently. That is fine between roles and a real problem within one — if you must change a template mid-funnel, note when, so that later comparisons account for it.
Scheduling with a template
Pick the template when you create the interview. The interviewer opens the room with the questions already loaded, and the scorecard is waiting when the interview ends.
An interview does not need a template. Without one, interviewers import questions into the room as they go and score against the eight built-in categories — which is the right amount of process for an exploratory conversation, and not enough for a role you are hiring several people into.