A thoughtful first introduction.
Choose application questions for each role, using supported text, choice and upload fields. Mark questions as required where an answer is necessary to review the application.
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Ask what matters for the role.
Give applicants a focused set of questions and your hiring team a consistent way to record their evaluation. Keep each question with the right audience.
Application questions and internal evaluations help structure your review. Automated workflow rules require Pro or Scale. See plan details.
Put each question in the right place.
Compare questions a candidate answers with evaluations only your hiring team completes.
Fictional sample · Explore locally, with no changes to your workspace
A focused first introduction
- What interests you about this role?
- Long text · Candidate answer
- When could you start?
- Short text · Candidate answer
- Share a relevant piece of work
- File upload · Candidate answer
These sample questions are visible to the applicant.
A shared frame for interviews.
Keep internal screening and evaluation questions separate from the public form. Interviewers can record their observations with the candidate context in view.
Evidence for the discussion.
Read answers alongside the CV, notes and interview feedback. Use that record to support a considered team discussion about the next step.
A few useful details.
Can candidates see internal screening questions?
Internal screening and interview questions are for the hiring team. Application questions are the questions selected for the candidate-facing form.
Can different jobs ask different questions?
Yes. Configure the application questions for the vacancy and use questionnaires to structure the team’s screening process.
Do answers automatically reject applicants?
Questions collect information for review. Separate workflow rules can take configured actions on Pro or Scale; review those rules carefully before enabling them.