Hiring · Interviews
Interview Questions Generator & Scorecard Template
For the person doing the hiring. Paste the job description and get a timed interview plan, questions for each skill with what a good answer sounds like, behavioural questions, topics to stay away from and a scorecard. Every candidate gets the same fair interview.
Example
See what you get back
A sample run: An office manager for a plumbing company. Your result is written for your own details.
You give it
The job
Office Manager, mid level
Main duties
Run the office for a plumbing company with 8 technicians. Answer customer calls, book jobs and plan each day's schedule. Send invoices...
Must-have skills
QuickBooks, scheduling, calm on the phone with upset customers
Interview length
45 minutes
Interview Question Generator
Builds the whole interview: questions, what good answers sound like, and a scorecard.
Interview Question Generator
Builds the whole interview: questions, what good answers sound like, and a scorecard.
You get back
Interview plan
Welcome (3 min), about the job (2 min), questions by skill (20 min), behavioural questions (12 min)...
Questions by skill
Use this"It is 8am. Two technicians are out sick and you have 12 jobs booked. Walk me through what you do."
Behavioural questions (STAR)
"Tell me about a time you had too many urgent things at once. What did you do first, and why?"
Questions to avoid
✗ Age, family, religion, health ✓ Ask instead: "Can you work those hours?"
Simple scorecard
Score each skill from 1 to 5, with what a 1, a 3 and a 5 look like...
Read the full sample resultHide the full sample result
Interview plan
- Welcome (3 min). Introduce yourself and explain how the interview will run.
- About the job (2 min). Describe a normal day in the office in a few sentences.
- Questions by skill (20 min). About 5 minutes for each of the four skills.
- Behavioural questions (12 min). Three questions, about 4 minutes each.
- Their questions (6 min). Let them ask about the job and the team.
- Close (2 min). Tell them what happens next and when they will hear back.
Questions by skill
Scheduling and dispatch
- "It is 8am. Two technicians are out sick and you have 12 jobs booked. Walk me through what you do."
- Good answer: they sort jobs by urgency, call customers early to move non-urgent jobs, and tell the technicians before they leave home.
- Red flag: they would wait for the owner to decide, or move jobs without telling the customer.
Invoicing and late payments
- "How have you used QuickBooks to send invoices and keep track of who owes money?"
- Good answer: they name real tasks, such as creating invoices from jobs, running an aged receivables report, and sending reminders.
- Red flag: they have only "seen it used" and cannot describe a task they did.
- "A customer is 45 days late and says the job was not finished. What do you do?"
- Good answer: they check the job notes and ask the technician before chasing again.
- Red flag: they keep chasing payment without looking into the complaint.
Handling upset customers
- "A customer calls, angry that the plumber arrived three hours late. What do you say?"
- Good answer: they listen first, apologise for the wait, find out what happened, and agree a next step.
- Red flag: they blame the technician to the customer, or argue about who is at fault.
Ordering parts and organisation
- "How would you make sure technicians have the parts they need without the van stock getting out of hand?"
- Good answer: a simple system, such as a stock list, a set day for orders, and technicians reporting what they used.
- Red flag: no system at all, only "I would just order when someone asks".
Behavioural questions (STAR)
Ask for a real example, and listen for STAR: the Situation, the Task they had, the Action they took and the Result.
- "Tell me about a time you had too many urgent things at once. What did you do first, and why?"
- Follow-up: "What would you do differently now?"
- "Tell me about a time a customer was unhappy with a bill. How did it end?"
- Follow-up: "What did you say in the first minute of the call?"
- "Tell me about a time you found a mistake in the books or a schedule. How did you fix it?"
- Follow-up: "Who did you tell, and how did you stop it happening again?"
Questions to avoid
- Age. Do not ask "How old are you?" or "When did you finish school?"
- Family and childcare. Do not ask about children or plans to have them. Ask instead: "This job starts at 7:30am. Can you work those hours?"
- Marriage and pregnancy. Do not ask about a partner or whether they are pregnant.
- Religion. Do not ask about faith or religious holidays. Ask instead: "Can you work the days on the rota?"
- Health and disability. Do not ask about illnesses or sick days taken. Ask instead: "Can you do the tasks of this job, with or without support?"
- Nationality and origin. Do not ask where they are "really from". Ask instead: "Do you have the right to work here?"
- Sexual orientation and gender identity. Never ask, directly or indirectly.
Simple scorecard
| Skill | What a 1 looks like | What a 3 looks like | What a 5 looks like | Score |
|---|---|---|---|---|
| Scheduling and dispatch | No plan, waits to be told | Sensible plan, misses the customer call | Clear order, tells customers and technicians early | |
| Invoicing and late payments | Cannot describe using QuickBooks | Has sent invoices, little chasing | Sends, tracks and chases with a clear routine | |
| Handling upset customers | Argues or blames others | Polite, but no clear next step | Listens, apologises, agrees a next step | |
| Ordering parts | No system | Orders on request | Simple stock system that prevents gaps | |
| Behavioural (STAR) | Vague, no real example | Real example, thin on actions | Clear example with actions and a result |
Score each row from 1 to 5 straight after the interview, before you talk to anyone else about the candidate.
Free template
A free interview scorecard template
Copy this, add the skills that matter for the job, and use the same card for every candidate.
Interview scorecard: [job title]
Candidate: [name] · Interviewer: [name] · Date: [date]
| Skill | Question asked | What a 1 looks like | What a 5 looks like | Score (1-5) | Notes |
|---|---|---|---|---|---|
| [Skill 1] | [question] | [weak answer] | [strong answer] | ||
| [Skill 2] | [question] | [weak answer] | [strong answer] | ||
| [Skill 3] | [question] | [weak answer] | [strong answer] | ||
| [Skill 4] | [question] | [weak answer] | [strong answer] | ||
| Real examples (STAR) | "Tell me about a time..." | Vague, no real example | Clear example with a result |
Total score: [ ] out of [number of rows x 5]
Biggest strength: [one line]
Biggest worry: [one line]
Decision: [Yes / No / Second interview]
The slow part is writing good questions and what a strong answer looks like. Paste the job description above and the tool fills this in for the role. Fill it in with AI
How it works
Three steps, about a minute
01
Paste the job
Add the job title and the job description or main duties. Pick the level and how long the interview is.
02
Get a full interview plan
You get timings, questions for each skill with good answers and red flags, behavioural questions, topics to avoid and a scorecard.
03
Use it for every candidate
Ask everyone the same questions and score each one on the same card. Then compare scores, not memories.
Who it is for
Who uses an interview question generator
Owners and managers who hire now and then, without an HR team. If you usually make up questions on the way to the interview, this gives you a plan in a minute.
Trades and home service companies
Interview technicians, apprentices and office staff with questions about real jobs, not general chat.
Clinics and dental practices
Hire receptionists, assistants and practice managers with questions about patients, booking and pressure.
Restaurants and cafes
Run short, fair interviews for cooks, servers and shift managers, even at 20 minutes.
Shops and online stores
Compare several candidates for the same role on one scorecard.
Agencies and professional firms
Test the skills that matter for a senior hire, with good answers spelled out so two interviewers agree.
Recruiters
Give a client a structured interview plan and scorecard for the role you are filling.
Guide
How to run a structured interview
A structured interview means every candidate gets the same questions and is scored the same way. It is fairer, and it helps you pick the person who can do the job, not just the one you liked most.
1.
Start from the job, not from a list
Lists of "top 50 interview questions" are written for every job, so they tell you little about yours. Start with what the person will do each week. Pick the three to five skills that matter most. Then write questions that test those skills. If a question would work for any job in any company, it is probably too general.
2.
Decide what a good answer sounds like before the interview
Write down what a strong answer and a weak answer look like before you meet anyone. If you wait until after, you will judge answers by how much you liked the person. This is the single biggest change that makes interviews fairer. It also helps when two people interview, because you are judging against the same standard.
3.
Ask for real examples
Behavioural questions start with "Tell me about a time...". They ask what someone did, not what they would do. Listen for STAR: the Situation, the Task they had, the Action they took and the Result. If an answer stays vague, ask a follow-up such as "What did you say?" or "What happened next?". People find it hard to make up details on the spot.
4.
Use a few practical scenarios
For hands-on jobs, a short scenario often tells you more than a question about the past. "Two staff are off sick and the day is fully booked. What do you do?" shows how someone thinks. Keep scenarios close to real situations in your business. Do not try to trick people; you want to see how they work.
5.
Know which questions to stay away from
Questions about age, family plans, religion, health, nationality, marriage or pregnancy are unfair, and in many places they can cause legal problems. Usually there is a fair question that gets at what you actually need. Instead of asking about children, ask whether the person can work the hours of the job. Ask every candidate the same version.
6.
Plan the time
Decide how many minutes each part gets, and keep to it. In a 30-minute interview, you can ask about six good questions with follow-ups, not fifteen. Leave a few minutes for the candidate's questions. Good candidates are interviewing you too, and what they ask tells you a lot.
7.
Score straight away
Fill in the scorecard as soon as the interview ends, before you talk to anyone else about it. Memory fades fast, and the last candidate you saw always seems best. Compare the scores across candidates, then talk about the decision. If two people interviewed, score separately first, then compare.
What a pack buys
How many runs each pack gives you
Tokens are the only thing you buy, and they work on every tool here. This is what they turn into on this one — pick a model down the side, read across to the pack.
Questions
Before you start
It is free to try. Your first interview plan needs no account. After that, a free account gives you free tokens, with no card needed. When those run out, you can buy a token pack. There is no subscription.
No. It is for the person doing the hiring. It writes the questions to ask, what a good answer sounds like and how to score it.
It depends on the time. Allow about four to five minutes for each question with its follow-ups. A 30-minute interview fits about six good questions. The tool fits the number of questions to the length you pick.
They ask about something the candidate really did, usually starting with "Tell me about a time...". The answer should cover the situation, the task, the action they took and the result. This is called the STAR method.
A simple table with the skills you are testing and a score for each. Every interviewer fills one in for every candidate, so you compare people on the same things. There is a free template on this page.
No. It lists topics that are unfair to ask about in most places. Rules differ by country and state, so check with an HR adviser or employment lawyer if you are unsure.
We save what you typed and the result with your run so you can see it again and so we can fix problems. We do not sell it or share it with other users. The text is sent to an AI model provider to write the questions.
What we actually do
This tool is the small version. We build the whole thing.
The interview question generator does one job, for free, for anyone. Our actual work is building AI systems that run inside a business — the automations, the internal tools your team uses every day, and the parts that talk to the software you already have.
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Write one paragraph about your business. We read it, ask a few questions, and show you which work a computer can do for you — and which work it should not touch. Free, and there is nothing to install.
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