Interview training for hiring managers and the engineers on their panels: one workshop built on your open roles, scorecards written for those roles, and a debrief the panel runs the same way every time. Run by a tech hiring expert who has run 100+ interviews at Zalando and Shopify. Workshop Sprint at €2,500, calibration from €5k.
No pitch if the loop is already fine.
Who it is for
Hiring manager interview training pays back in engineering teams of 10 to 200, where interviews are run by engineers rather than recruiters.
HR teams looking for a generic interviewing course, or companies hiring 1 engineer a year. A half-day workshop for 2 hires does not pay back. For that case, read the scorecard template and run it yourself.
What it covers
How it runs
1. Audit
Week 1
I read your current loop, scorecards and 3 recent debriefs. With the CTO I also write the CV of the candidate your job ad asks for and send it through your real pipeline. If your screen rejects it, that is finding number 1. You get the 3 leaks that cost you most, in writing.
2. Workshop
Half a day, on site or remote
Your interviewers, your open roles. We write the scorecards for those roles in the room and score a recorded interview against them.
3. Calibration
Weeks 2 to 4
Two interviewers score the same round independently. Scores more than 1 level apart mean the scorecard is fixed, then scored again. I shadow live rounds and coach after each. On request I take one full loop as a candidate: the panel knows a test candidate is in the pool that month, and not which one. Their scorecards against mine show where the bar really sits.
What changes
An unstructured interview explains about 4% of on-the-job performance. A structured one explains about 26%. The same panel, trained, agrees within 1 level on the same candidate. Loops go from 7 to 9 rounds to 4, and the offer goes out in 2 weeks instead of 6.
Sources: Structured vs unstructured interviews, 4% vs 26%, the 4-round hiring process, the scorecard template
Pricing
Three fixed prices. Every one starts with a free 20-minute call, and the audit is part of both larger programs.
Audit
Best first step
€500
Workshop Sprint
Fast enablement
€2,500
Shadow + Calibration
Embedded improvement
from €5k
ROI math: classic tech recruiter fees run 15–30% of salary, plus engineering hours per loop and vacancy cost - so one mis-hire avoided typically pays for the program many times over.
Sources: Viva IT, Dover (recruiter fees), DockYard (vacancy cost)
Questions
The answers I give on the call, written down so you can read them first.
Shadow 3 rounds, then run 3 with someone shadowing you. Before your first solo round, write the scorecard for it and have the hiring manager sign it off. That is the whole path, and it takes 2 weeks. Interview training compresses it into an afternoon plus calibration.
Same questions, same order, same scale, for every candidate in a round. Writing strong, mixed and weak evidence for each line before the round. Scoring what you observed, not what you felt. Then the debrief order. The half-day workshop covers all 4 on your own open roles.
Yes. HR training covers legal questions, bias and process. Hiring managers and engineers need the technical bar: what a strong system design answer contains, what to do when a candidate uses AI in the coding round, how to score a take-home. This training is the second kind.
Start with the scorecard template and the 4-round hiring process on this site. Both are free and cover the method. What they cannot do is score a live round beside you and correct it. That is what the workshop and the calibration weeks add.
Tell me how your team interviews today. I will tell you where the loop loses signal, what to fix first, and whether the audit, the workshop or calibration fits your stage.
No pitch if the loop is already fine.