For Hiring Managers
Interview better, not longer.
Every candidate arrives with evidence already gathered — so your panel can probe what nobody has answered yet.
See it, don't just take our word for it
Interview guide — Jordan M., VP Operations req
Generated from what the Dossier doesn't cover
You: Communication & Collaboration
Provisional confidence — ask about a time they had to deliver hard news to a cross-functional partner who disagreed with the call.
Priya (panel): Skills & Execution
Confirmed by references — spend less time here, go deeper on scale (this org is 3x their last one).
Reference question worth asking
"How did they handle it when a plan they built had to change midstream?" — no reference has been asked this yet.
- A generated interview guide, built from what the Dossier doesn't cover. Not generic questions — the specific gaps nobody has answered yet for this candidate.
- Panel coordination. Each interviewer gets a different competency assigned, so four people don't ask the same question.
- Structured scorecards, comparable across interviewers. Tied to the same five competencies the Dossier scores — an actual comparison, not four unrelated impressions.
- Reference questions worth asking, given what's already known. Skip the ones the Dossier already answered — go straight to what matters.
The conflict rule: you can't see candidates for your own reqs when a conflict is flagged — same current employer, a declared relationship, or the same household.