Input
What it works from
The confirmed job spec. The competencies come from the must-haves.
Studio · Playbook · Interview
Structured interview questions and a scorecard, from the same must-haves as the screen.
Competency-mapped STAR questions with anchored scoring, so 2 interviewers reach the same answer.
The Interview Kit closes the playbook. From the spec's must-haves it builds competency-mapped questions in STAR format, with probes for thin answers and an anchored scorecard that describes what a low, a middle and a high score sound like. Hiring managers get a guide they can actually run. Recruiters get an outcome they can compare across candidates.
01 · How it works
What goes in, what comes out.
Output
What you receive
Competency-mapped STAR questions with probes, and an anchored scorecard per competency.
02 · Why it matters
Why this exists.
Unstructured interviews are the weakest predictor in the process and the most common. The hiring manager asks what they always ask, warms to the candidate who reminds them of themselves, and the debrief runs on impressions. The recruiter who did the careful screening watches it come undone in 45 minutes.
A structured kit built from the same must-haves as the screen means the interview tests what the job needs, in the same terms the screen used. The STAR questions ask for evidence rather than opinion. The anchored scorecard means a 4 from one interviewer is a 4 from another. It is also the defensible option: when a decision is challenged, the questions and the scores are on paper.
03 · What it does
5 things this delivers.
- 01 Competency-mapped questions from the spec's must-haves
- 02 STAR format with probes for thin answers
- 03 Anchored scorecard describing what each score sounds like
- 04 Consistent with the Screening Pack, so the process tests one set of requirements
- 05 Editable, for the hiring manager who has a question they always ask
04 · In practice
3 ways it shows up.
Scenario 01
A hiring manager who has never run a structured interview follows the kit and gives the recruiter scored feedback within the hour.
Scenario 02
A panel of 3 interviewing 5 candidates uses the scorecard and the debrief takes 15 minutes instead of an afternoon.
Scenario 03
A candidate challenges a rejection. The scores and the anchored descriptions show exactly where the evidence fell short.
05 · Who it's for
Who this is built for.
Recruiters who hand interviews to hiring managers and get back "good chat, not sure" as the feedback.
06 · Common questions
Things people ask.
What is STAR?
Situation, Task, Action, Result. The questions ask for a specific example rather than an opinion, which is a far better predictor of how someone will do the job.
How is the scorecard anchored?
Each competency describes what a low, middle and high score sounds like in an answer, so different interviewers score the same evidence the same way.
Can hiring managers edit it?
Yes. Add the question they always ask, cut what does not fit, or regenerate after changing the spec.
Is it legally safe?
It asks for job-related evidence and scores it consistently, which is the defensible structure. It is not legal advice. Check it against your own policy.
Is it included on Solo?
Yes. All 11 playbook assets and the 3 Desk Radar tools are included on Solo at £149 a month, with a 7-day trial. Card required, cancel any time inside the window.
07 · Next in the playbook
Works well alongside.
Define
Job Spec
Paste a job description or answer 6 questions. Studio turns it into the spec the whole playbook runs on.
Define
Candidate Persona
Motivations, turn-offs, channels and search behaviour, generated first because it shapes everything after it.
Attract
Job Advert
A master advert plus LinkedIn and careers-page versions, audited for inclusion and scored against a 100-point rubric.
Get started
Add a job. Interview Kit is in the playbook.
7 days free, card required, cancel any time inside the window. Full access from day one: all 11 playbook assets, the 3 Desk Radar tools and your Brand Profile, on one Solo seat at £149 a month.