Paste a job title or full job description. Get a structured interview script with questions, intent notes, and what a good answer looks like - free, no sign-up.
Last updated: July 19, 2026
Fill in the details below to generate customized interview questions
Enter a job title or paste a job description for role-specific questions.
Pick an interview focus: technical, cultural fit, problem solving, or leadership.
Generate and trim your script to 5–10 questions for a focused interview.
Share the evaluation criteria with your hiring panel for consistent scoring.
Run your script with AI interviews to screen candidates and get a ranked shortlist.
“Walk me through a recent campaign you worked on. What tools did you use, and how did you measure success?”
assess technical familiarity and basic execution skills
mentions specific tools like Google Ads, Meta Ads Manager, GA4
Most question generators only take a job title. That's how you end up with the same ten generic questions every candidate has already rehearsed. Paste the full job description instead and the generator pulls the actual skills, tools, and responsibilities from it - so a Customer Support role at a SaaS company gets different questions than the same title at a retail chain. If the hiring manager handed you a JD and nothing else, this turns it into a ready-to-run interview script in under a minute.
Writing questions is the easy half. Knowing what a strong answer sounds like is where interviews fall apart - especially when three different interviewers score the same candidate three different ways. Each generated question includes a “what to look for” rubric: the concrete signals that separate a practiced answer from real experience. Use it as a shared scoring guide so every panelist evaluates against the same criteria. That's what makes an interview structured, defensible, and fair - and it's the part most teams skip because rubrics take longer to write than questions.
Fast, but generic. Candidates have seen them, and nothing maps to your specific role.
Flexible, but you're prompt-engineering from scratch every time. Output format changes run to run, and you still have to write the scoring criteria yourself.
Reads your job description, outputs a consistent script format (question → intent → what to look for) built for recruiters, every time. No prompting skill required.
One honest limitation, stated plainly: it can't know your team's culture or what went wrong with the last hire - add those questions yourself.
Ask every candidate for the same role the same core questions in the same order. It's the difference between an opinion and a defensible hiring decision.
While our AI generates excellent baseline questions, tailor them to reflect your company's unique values and working environment.
Encourage candidates to answer using Situation, Task, Action, Result format for behavioral questions to get concrete examples.
Use the “What to look for” guidance to document specific responses and compare candidates objectively after all interviews.
Don't stick rigidly to the script - ask follow-up questions to dig deeper into interesting or unclear responses.
Yes. The JD field is optional but recommended - the generator extracts skills and responsibilities from it, so questions match your actual role instead of just the job title.
It generates evaluation criteria - "what to look for" in each answer - which is what interviewers actually need. If you want model answers to score candidates against, generate with the job description included for role-specific criteria.
Yes, and most already do. The risk isn't using AI - it's using generic AI output without review. Treat the script as a strong first draft: check each question is job-related, remove anything irrelevant to the role, and add your company-specific questions.
The generator only asks about job-related skills and experience, which is the foundation of a structured interview - the format employment lawyers and I/O psychologists recommend precisely because every candidate gets the same job-related questions. Always do a final human review before using any script.
Behavioral, technical, situational, and leadership questions, tuned by the seniority level and interview focus you pick.
Yes - copy the script, edit anything, and reuse it. For repeat roles, save your edited version so every hiring round for that role runs on the same script.
5–10 for a 45–60 minute interview. Fewer, deeper questions with follow-ups beat a checklist sprint.
Specific, behavioral, and tied to the job. "Walk me through a time you..." beats "Are you good at..." because past behavior predicts future performance and it's harder to answer with a rehearsed script.
It's used only to generate your questions. Nothing is stored or reused.
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