HR
Interview Question Generator
Generic interview questions produce generic answers. Describe the role and what you need to learn about each candidate — and get a structured question set that actually tells you who to hire.
AI-generated output
Fill in the role details above and click Generate to get your interview questions.
How it works
Enter the job role, seniority level, and the key competencies you need to assess. The more specific you are about what "great" looks like in this role, the more targeted the questions.
Select the question types you need. Behavioural questions assess past performance. Technical questions assess skill. Situational questions assess judgment. A structured interview typically uses all three.
You get a balanced question set with a clear evaluation criterion for each question — so interviewers know what a strong answer looks like, not just what to ask.
Practical example
For a senior product manager role, you might get behavioural questions like "Tell me about a product decision you made with limited data — how did you frame the uncertainty for your stakeholders?", technical questions about prioritisation frameworks, and situational questions like "Your engineering lead tells you a key feature will take 3x longer than scoped. Walk me through how you handle it."
Each question comes with a note on what a strong answer includes — so junior interviewers and founders without hiring experience can evaluate candidates consistently.
Frequently asked questions
What is the difference between behavioural and situational interview questions?
Behavioural questions ask about past behaviour ("Tell me about a time when...") on the premise that past performance predicts future performance. Situational questions present a hypothetical scenario ("How would you handle it if...") to assess judgment and reasoning. Both are valuable: behavioural questions reveal what a candidate has actually done; situational questions reveal how they think. A structured interview includes both.
How many questions should I ask per interview?
For a 45–60 minute interview, plan for 5–8 substantive questions. Leave time for the candidate to ask questions — which is itself valuable signal. Rushing through 15 questions produces shallow answers; 5 deep questions with follow-up probing produces far more useful information. The goal is depth of understanding, not breadth of questions covered.
How do I make my interview process more consistent across candidates?
Use a structured interview: the same questions, in the same order, for every candidate for the same role. Score each answer against a consistent rubric before moving to the next candidate. Brief interviewers on what strong and weak answers look like before the interviews start. Consistency dramatically reduces the influence of interviewer bias and makes comparing candidates fairer and more reliable.
Should I share the questions with candidates in advance?
For behavioural questions, sharing in advance actually produces better interviews — candidates who have reflected on their examples give more specific, structured answers, which makes evaluation easier. For judgment and problem-solving questions, sharing in advance can undermine the assessment. A hybrid approach works well: share the topic areas but not the specific questions.
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