Interview feedback form
Interview feedback only works when every interviewer answers the same question. This form asks each interviewer to rate the candidate on three concrete dimensions — skills, communication, culture — store evidence and their recommendation separately so you can see what changed minds, and reminds people to ground each score in job-related facts rather than gut feel. One interviewer, one form submission. Combine the scores from your CSV export when you decide.
The form beside this text is live. Fill it in and submit it — it validates exactly as it would for a real respondent, and saves nothing.
Sliders force a numerical choice, not ambiguous feedback
Three separate 1-5 sliders for skills, communication and culture mean each dimension comes back as a number you can average across interviewers. A narrative "pretty good" cannot be averaged; numbers can be.
Evidence is stored separately from the score
The specific example or fact that decided the score is stored alongside the number, so when two interviewers give the same score you can read whether they saw the same thing. One scored communication high because "spoke clearly", the other because "asked good questions" — that is information.
No card required.
Interview Feedback Form
Live previewHow to build this form
5 steps in the editor. Nothing here needs a paid plan.
- Add text fields for the interviewer name and the candidate name.
- Add a dropdown for the interview stage (phone screen, first round, second round, final) and a text field for the role.
- Add three slider fields for skills fit (1-5), communication (1-5) and culture add (1-5), with the range set in both validation and settings.
- Add a textarea for specific evidence or examples that support each score, and separate fields for strengths and concerns.
- Add a radio group for the recommendation (strong hire, hire, no hire, strong no hire), then save. One interviewer per submission.
Fields in this form
11 fields, using 5 of the 19 field types available.
| Question | Field type | Required |
|---|---|---|
| Your name | Short text | Yes |
| Candidate name | Short text | Yes |
| Role applied for | Short text | Yes |
| Interview stage | Dropdown | Yes |
| Skills fit for the role (1=poor, 5=excellent) | Slider | Yes |
| Communication (1=unclear, 5=exceptional) | Slider | Yes |
| Culture add (1=misaligned, 5=excellent fit) | Slider | Yes |
| Specific examples supporting your scores | Long text | Yes |
| Key strengths | Long text | Yes |
| Concerns or gaps | Long text | Optional |
| Recommendation | Radio buttons | Yes |
What goes wrong with this form
Specific to a interview feedback form, not general advice about forms.
Asking interviewers to write a paragraph instead of a score
A narrative cannot be compared or averaged across interviewers. A score you can compare, plus a separate evidence field, separates the decision (a number) from the reasoning (a fact). Both matter, but they are different things.
Making the form about general impression instead of job fit
A candidate's communication skills and culture fit matter only if they matter for the role. An engineer's ability to articulate technical decisions is different from a designer's ability to present work. Keep the questions specific to the job, not general.
Combining interviewers' scores inside the form
One interviewer per submission. Combining scores inside the form either forces everyone to agree on a number before they leave, which defeats the point of multiple interviewers, or builds hidden decision logic into a form nobody is reading. Do the combination in a spreadsheet where it is visible.
Questions about this form
Who should submit interview feedback?
Each interviewer submits their own form after their own interview with the candidate. One form per interviewer. You combine the scores from multiple interviewers in a spreadsheet when you debrief — the form collects individual opinions, and you aggregate them.
Can I see all interviewers' scores in one place?
Not inside the form — each submission is one interviewer's feedback. Export the responses to CSV and you can sort by candidate, interview stage and score in a spreadsheet, and compare what each interviewer saw.
How do I prevent interviewer bias?
The form reminds interviewers to base each score on job-related evidence, not first impressions. The "evidence" field forces them to name a specific example. Read those examples when you debrief — an interviewer who wrote "was friendly" without a concrete fact is different from one who wrote "explained their project architecture clearly and asked thoughtful questions".