Interview Question Generator
Generate structured interview questions with follow-ups and scoring rubrics tailored to any role.
Customize your questions
Your interview questions
Main Question
Walk me through how you would design a scalable URL shortening service like bit.ly.
Follow-up
How would you handle 10 million requests per day? What database would you choose and why?
Scoring Criteria
- System design thinking
- Scalability considerations
- Database choice rationale
- Handles edge cases
Main Question
Explain the difference between server-side rendering and client-side rendering in React. When would you use each?
Follow-up
How would you optimize the performance of a React application that's experiencing slow initial load times?
Scoring Criteria
- Technical accuracy
- Real-world experience
- Performance understanding
- Practical trade-offs
Main Question
You discover a critical bug in production that's affecting 20% of users. Walk me through your process for addressing this.
Follow-up
How would you prevent this type of issue in the future?
Scoring Criteria
- Problem-solving approach
- Prioritization
- Communication with stakeholders
- Long-term thinking
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Try boilr FreeInterview best practices
🎯 Use structured interviews
Ask all candidates the same core questions and use consistent scoring criteria. This reduces bias and improves hiring accuracy.
💬 Follow-ups reveal depth
The follow-up questions are where you really assess understanding. Listen for specifics, not rehearsed answers.
📝 Take detailed notes
Document responses against each scoring criterion. This helps in debriefs and prevents recency bias when comparing candidates.
⏰ Allow thinking time
Give candidates 30-60 seconds to think before answering. The best answers often come after a thoughtful pause.
Frequently Asked Questions
How many questions should I ask in an interview?
For a 45-60 minute interview, aim for 3-4 questions with follow-ups. This allows 10-15 minutes per question, giving candidates time to think and you time to probe deeper.
Should I mix technical and behavioral questions?
Yes, but in separate interview rounds. Technical screens assess skills, while behavioral interviews evaluate culture fit and soft skills. Mixing them dilutes both assessments.
How do I score responses objectively?
Use the scoring criteria provided. Rate each criterion 1-5, then average. Compare scores across candidates, not just go with "gut feel." This reduces bias significantly.
What if a candidate asks for clarification?
That's a good sign! Clarifying questions show critical thinking. Provide context but don't give away the answer. Ambiguity is often intentional to see how candidates handle uncertainty.