Add screening questions

Why use screening questions

Screening questions help you filter candidates before any introduction:

• Save time: Skip first-round calls for basic qualifications
• Ensure fit: Verify must-haves before you connect
• Show intent: Candidates who complete questions are more serious
• Get context: Learn what CVs and profiles do not show

Our AI agent already reviews CVs for skills and experience. Use questions to learn what CVs do not cover.

What to ask

Good questions

Focus on critical requirements not visible in profiles:

Work authorization:

• "Are you authorized to work in the US without sponsorship?"
• "Do you require visa sponsorship?"

Availability:

• "What is your notice period at your current job?"
• "When would you be available to start?"

Location/relocation:

• "Are you willing to relocate to San Francisco?"
• "Can you work within US Eastern timezone hours?"

Specific experience:

• "Describe a recent technical challenge you solved with distributed systems."
• "What draws you to this specific role at our company?"

Avoid these questions

Questions AI already covers:

• "Do you know Python?" (We can see from their profile)
• "How many years of experience do you have?" (In their profile)

Generic questions:

• "Why do you want this job?" (Everyone says the same thing)
• "What are your strengths?" (Not actionable)

Overly restrictive:

• Questions that disqualify 90% of candidates
• Requirements that are nice-to-have, not must-haves

Adding questions

Option 1: AI generation

Let AI suggest questions based on your job:

1. Click Generate Questions
2. Review the 3 suggested questions
3. Edit or replace as needed
4. Keep, modify, or regenerate

AI suggestions are based on your job description and common patterns for similar roles.

Option 2: Manual entry

Write your own questions:

1. Click Add Question
2. Enter your question text
3. Optionally add an answer hint
4. Repeat for up to 3 questions

Question format

Each question includes:

• Question text: What you want to ask
• Answer hint (optional): Guidance on what a good answer includes

Example:

• Question: "What is your notice period at your current employer?"
• Hint: "Please specify weeks or months. If not currently employed, say 'Available immediately'."

Best practices

Keep it short

• 3 questions maximum
• Each question should be answerable in 2-3 sentences
• Respect candidates' time

Focus on deal-breakers

Ask about things that would disqualify someone:

• Work authorization status
• Willingness to relocate
• Required domain experience
• Availability timeline

Be clear and specific

• "Are you authorized to work in the US?" vs. "What's your work status?"
• "Can you work 9-5 Eastern time?" vs. "Are you flexible on hours?"

Use open-ended questions strategically

For senior roles, one open-ended question can reveal a lot:

• "Describe the most complex system you have architected."
• "What technical decision are you most proud of, and why?"

Reviewing answers

Candidate answers appear in their brief:

• Displayed alongside their profile information
• Helps you make informed approve/pass decisions
• Can be discussed in your first call

Editing questions

After submission, you can still edit questions:

1. Go to your job in the dashboard
2. Click Edit
3. Modify questions as needed
4. New candidates will see updated questions

Note: Candidates who already answered see the original questions.

Troubleshooting

Question generation not working?

• Ensure your job description has enough detail
• Try again or write questions manually

Candidates skipping questions?

• Questions are required before opt-in
• All candidates must answer all questions