Create screening questions for candidates and internal evaluation forms for your team. Collect structured data to make better, faster hiring decisions.
Screen candidates with application questions, and standardize your team's evaluations with internal scoring forms.
Asked to candidates during application
3 questions
Why are you interested in this position?*
How many years of experience do you have?*
Are you authorized to work in this country?*
For your team to score candidates
Standardized scoring for your team
Technical Skills
Coding ability, problem-solving
Communication
Clarity, articulation
Culture Fit
Values alignment, team dynamics
Relevant Experience
Industry, role-specific
Overall Recommendation
Your questions are presented in a clean, mobile-friendly format that candidates actually enjoy filling out. No more clunky forms that scare away top talent.
Clean, mobile-friendly form
Choose from various formats to collect exactly the information you need.
Brief answers like names or titles
Detailed responses and explanations
Select from predefined options
Simple binary questions
1-5 or 1-10 scale ratings
Pre-screen candidates before you invest time in interviews. Eliminate unqualified applicants automatically.
Ensure every team member assesses candidates using the same criteria. Compare apples to apples.
Structured data helps you identify patterns and make evidence-based decisions about who to hire.
Every hiring decision involves evaluating soft skills, culture fit, and potential—things that are notoriously hard to measure. Without structure, different interviewers assess different things, using different standards. The result? Inconsistent evaluations and decisions based more on "gut feel" than evidence.
Questionnaires solve this by giving everyone a common framework. Application questions help candidates self-select—if they can't answer basic requirements, they probably aren't the right fit. Internal scoring forms ensure your team evaluates candidates on the same dimensions, making it possible to compare apples to apples.
The best screening questions are designed to surface deal-breakers early. Does the candidate have the required certification? Are they willing to relocate? Do they have experience with your specific tech stack? By asking these upfront, you avoid scheduling interviews with candidates who were never going to work out.
Open-ended questions like "Why do you want to work here?" and "Describe your biggest professional achievement" help you gauge communication skills and motivation before the first call. Candidates who put in effort here tend to be more serious about the opportunity.
After each interview, your team fills out the same evaluation form. Rate the candidate 1-5 on technical skills, communication, culture fit, and potential. Add notes about specific examples. Give an overall recommendation: advance, maybe, or reject.
This structured feedback makes debrief meetings more productive. Instead of vague impressions, you have specific scores and observations to discuss. Over time, you can even analyze which evaluation criteria best predict successful hires.
Yes—each question can be marked as required or optional. Required questions must be answered before the candidate can submit their application. Use this for deal-breaker questions, and make nice-to-know questions optional.
Each job posting can have its own set of questions. You might ask about Python experience for a backend role and React experience for a frontend role. Create reusable question templates to save time when posting similar jobs.
After interviewing a candidate, team members fill out a standardized evaluation form. This includes numerical ratings (1-5 or 1-10) for different criteria, text fields for specific observations, and an overall recommendation. All feedback is attached to the candidate's profile.
Yes—choose from 1-5 scales, 1-10 scales, or create custom labels (e.g., 'Needs Work', 'Meets Bar', 'Exceeds Bar'). Different teams prefer different scales, so we give you the flexibility to match your existing processes.
Draft automatically saves candidate progress as they fill out the application. If they close the browser and return later, their answers are preserved. This is especially important for lengthy applications that candidates might complete across multiple sessions.
Start collecting structured data from candidates and standardize your team's evaluations today.
No credit card required • Unlimited questionnaires on all plans