Optional Intro Script
Explain the process before you start
A default script the recruiter can read, edit, or skip. It explains every step so the candidate knows what to expect.
“Thanks for making time today. Our process has four steps: a short screening conversation like this one, a first in-person interview, additional interviews if the role requires it, and a final recommendation I'll share with the employer. My job is to represent your experience clearly and fairly. I'll take structured notes and may ask follow-up questions if anything is worth exploring further.”
Default Questions
Four questions, each with clear evaluation criteria
Recruiters can add, remove, or reword questions. RecruiterLens evaluates the response — not the recruiter.
Career Goals
“What are your long-term career goals?”
RecruiterLens evaluates
- Is the answer thoughtful and specific?
- Is it consistent with the role being interviewed for?
- Does the candidate appear intentional about their career?
- Does the answer show planning rather than a generic script?
RecruiterLens does not
- Penalize ambition or 'big' goals
- Reward rehearsed phrasing without substance
- “What experiences helped shape that goal?”
- “What attracts you specifically to this position?”
Professional Strengths
“What are you really good at professionally?”
RecruiterLens evaluates
- Is evidence or a concrete example provided?
- Are measurable accomplishments included?
- Does the candidate describe specific situations?
- Are the strengths relevant to the role?
RecruiterLens does not
- Reward confidence without supporting examples
- “Could you walk me through a recent example?”
- “How did you measure the outcome?”
Note: If no example is offered, RecruiterLens will suggest requesting one.
Professional Weaknesses
“What are you not good at or not interested in doing professionally?”
RecruiterLens evaluates
- Constructive answers: honest limitations or skills being improved
- Areas requiring development mentioned openly
RecruiterLens does not
- Automatically penalize cliché answers like 'I work too hard' or 'I'm a perfectionist'
- “What specifically are you working on to improve?”
- “What has helped you make progress so far?”
- “Where would a stronger teammate complement you?”
Note: Cliché answers are marked as 'Limited self-reflection demonstrated' — never as a rejection.
Self-Evaluation
“What do you think your previous manager would rate your performance from 1 to 10, and why?”
RecruiterLens evaluates
- Self-awareness
- Supporting evidence for the number chosen
- Ownership of results
- Consistency with prior answers
RecruiterLens does not
- Reject a candidate because of the specific number they gave
- “What would push that score one point higher?”
- “What would your manager say went less well?”
Note: Role-specific thresholds are configurable per recruiter (see below).
Configurable Thresholds
Self-evaluation thresholds vary by role
Recruiters set preferred self-evaluation scores per role. The number itself never disqualifies a candidate — it only triggers an alert for the recruiter to explore further.
Sales
8+High self-belief tends to correlate with performance.
Operations
7+Steadier self-assessment; ownership matters more than bravado.
Engineering
7+Adjust for humility norms in technical roles.