Interview kits
Define the areas to cover and keep the interview plan tied to the role so the process reflects the actual hiring requirement.
Structured interviews
Give every interviewer a clear question to answer.
Structured interviews are less about making every conversation identical and more about making the evidence comparable. TiLab keeps role-specific interview kits, evaluation criteria, scorecards, and written feedback attached to the candidate and job.
Before, during, after
Turn an interview plan into a reviewable record.
The most useful structure starts before anyone meets the candidate. Define what the interview should learn, give each interviewer a bounded area to assess, and preserve the evidence before the group discussion changes individual recollection.
- 01
Define the criteria
Translate the role requirements into observable areas the team intends to explore, rather than relying on a generic sense of fit.
- 02
Build the kit
Create a role-relevant set of prompts and scorecard fields so each interview has a stated purpose and expected evidence.
- 03
Assign the review
Give interviewers focused access to the candidate context and feedback task they need, without turning everyone into a recruiter operator.
- 04
Capture evidence
Record the scorecard and written feedback against the interview and application while the observations are still specific.
- 05
Compare before deciding
Review completed feedback and missing inputs together, then let the responsible hiring team make and document the decision.
Inside the workflow
Structure that stays close to the candidate.
Interview work should not become a detached form archive. TiLab keeps the kit, interview, scorecard, application stage, and resulting handoff connected.
Scorecards and feedback
Collect comparable ratings and written observations while preserving the detail that a single numeric score cannot explain.
Due feedback visibility
Keep outstanding interview input visible so a candidate does not stall because the team cannot tell which review is still missing.
Decision continuity
Attach the feedback to the application and preserve the later offer or rejection handoff on the same hiring record.
Responsible use
A scorecard is a prompt for judgment, not a verdict.
Structure helps the team ask consistent questions and compare recorded evidence. It does not make weak criteria fair, prevent every human bias, or remove the need for accountable review.
Good interview hygiene
Use the product to make expectations and evidence more explicit before the final group discussion.
- Choose criteria that are relevant to the work
- Give each interviewer a defined area to assess
- Record observations and reasoning, not only a number
- Review missing or contradictory feedback before deciding
Important limitations
The hiring team remains responsible for the interview design, candidate experience, interpretation, and outcome.
- TiLab does not certify the validity of a question or rubric
- A consistent format does not guarantee an unbiased result
- Scorecards should inform, not automatically trigger, a decision
- Beta workflow details can change as the product is refined
Common questions
How much structure is actually useful.
Does a structured interview require a script?
No. The kit can define shared criteria and prompts while leaving room for relevant follow-up. The goal is comparable evidence, not a robotic conversation.
Should the scorecard be only numeric?
No. A rating is easier to interpret when it is accompanied by specific written observations. TiLab supports scorecards alongside interviewer feedback on the record.
Does the ATS decide from the scores?
No. Scorecards and feedback are decision inputs for the responsible people. The product does not make the final hiring decision.
Early access
Bring one interview kit you already use.
Test whether the criteria, feedback task, scorecard, and final review are clearer when they stay attached to the role and candidate. Early-access workspaces are currently free.