STRUCTURED INTERVIEWS
Structure isn’t a scorecard. It’s what the questions test.
Most structured interviews are organized opinion. Yours can produce evidence.
23 questions. About ten minutes. A scored read of where your hiring breaks.
THE RECOGNITION
You bought the scorecards. Everyone asks the same questions now - and still ends the debrief with “I liked them.” Structure standardized the theater. It didn’t change what gets measured.
TRANSLATION
A structured interview only works when each question tests the definition of winning. That’s Results-Based Interviewing™ - questions built to surface what a candidate has done under pressure, scored against evidence.
Research heritage since 1999 · 60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates over 24 months
THE SCIENCE
Why selection - the science under every service.
Most firms compete on access - who they know. We compete on evidence - what a candidate has actually done under pressure, tested against a definition of winning your team wrote down before the search opened. That is the 6-Step Performance Engine™: define winning, test identity and behavior against it, protect the standard through feedback and the decision.
It’s why 85% of our placed candidates are still performing at 24 months, and why 60%+ of the Fortune 500 have used Qualigence since 1999.
WHAT WE INSTALL
Results-Based Interviewing™
The four-move questioning method that turns an interview from an impression into evidence. Anchor on the outcome. Ask for the hardest moment. Follow the pressure. Score in writing.
Learn the full method →Evidence Prompt Library
Role-specific prompts built from the definition of winning. Each prompt comes with its strong read and weak read so every interviewer scores against the same standard. Free, no form.
Download the library →The write-up standard
Every evaluation ends with a written file - the evidence gathered, the gaps, the remaining risk, and a recommendation that reads like a decision document, not a candidate summary.
Take the template with you
The Definition of Winning Template. Free, no form.
THE PLAN
Book a strategy call - bring the role, the market, or the problem.
We run it through the engine - research first, evidence over opinion, a standard that holds.
You get performance - not activity reports. A hire still delivering at 24 months.
A structured interview built on the wrong criteria produces consistently wrong decisions. Define the outcome before you build the screen.
QUESTIONS
What makes a structured interview actually structured?
Most people mean 'everyone asks the same questions.' Real structure means every question tests the definition of winning for the specific role - not a generic competency library. The questions are built from the intake, not borrowed from a question bank. Structure is in the anchor, not the agenda.
Why do structured interviews still produce bad decisions?
Because structure without evidence scoring is organized opinion. If the debrief is still a vote - 'I liked them' versus 'I had a bad feeling' - structure didn't change the decision instrument. It standardized the theater. The fix is scoring each answer against the written definition of winning, not against the room's impression.
What's the difference between behavioral interviewing and Results-Based Interviewing™?
Behavioral interviewing asks for past behavior. Results-Based Interviewing™ asks for past behavior against a defined outcome the role must produce. The outcome is the anchor. Without it, behavior stories are interesting but not comparable - each interviewer is measuring a different thing with the same question.
How long does it take to build structured interviews for a role?
A properly run intake takes 90 minutes. The evidence prompts take another 30. You spend two hours before the search opens and save weeks of circling back, reinterviewing, and relitigating a decision nobody can defend.
Structure the evidence, not just the agenda.
23 questions. About ten minutes. A scored read of where your hiring breaks.
