Interview questions that
won't get you sued.
Enter a role. Get a structured interview kit — categorized questions, a scoring guide, and every topic to avoid asking.
Building your interview kit…
What this interview screens for
Scoring guidance
Unstructured interviews are where hiring bias hides
When every interviewer asks different questions, you compare answers that can't be compared — and decisions drift toward "gut feel," which research consistently shows is the least predictive signal. A structured interview kit fixes this: every candidate for the role gets the same core questions, scored against the same rubric, before anyone compares notes.
Consistent questions
Categorized by competency — role knowledge, problem solving, collaboration — so each interview covers the ground that actually predicts performance.
Scoring guidance
Each question notes what a strong answer includes and what red flags look like, so scores mean the same thing across interviewers.
Illegal-question guardrails
Every kit lists the topics federal law bars you from asking about — age, religion, family status, disability and more — before you're in the room.
Interview compliance basics
What interview questions are illegal to ask?
Federal law prohibits questions that screen for protected characteristics: age, race, religion, national origin, sex, pregnancy, disability and genetic information. Several states and cities add salary history, criminal history and marijuana use. Each generated kit includes a list of the topics to avoid for that role.
How many interview questions should I ask?
Five to eight core questions in a 30–45 minute interview is the practical range — enough to score competencies meaningfully without rushing the candidate. The kit structures questions so the most predictive ones come first.
What is a structured interview scorecard?
A scorecard records each candidate's rating per question on a fixed scale (for example 1–5 with defined anchors). It keeps debriefs focused on evidence instead of impressions, and creates documentation that protects you if a hiring decision is ever challenged.
Can I use the same kit for phone screens and final rounds?
The same competencies should run through every round, but the depth changes: screens verify basics and deal-breakers, while final rounds dig into judgment and examples. Generate one kit per role and let interviewers assign questions by round.
JD Analyzer
Make sure the job description you're hiring against is compliant and inclusive.
JD Templates by Role
Ready-to-post, inclusive job descriptions for 40+ roles.
Interview Questions by Role
A deeper question bank with model answers and red flags per role.
Resume Reviewer
Score incoming resumes against 12 best-practice checks.
Interview guidance is general information, not legal advice. Consult employment counsel for jurisdiction-specific requirements.