AI interview question generator
Build a structured, fair interview in seconds. Enter the role, seniority and the competencies you actually care about, and the tool produces a bank of behavioural, situational and technical questions — each paired with a scoring rubric so every interviewer evaluates answers the same way.
How it works
Unstructured interviews are notoriously poor predictors of performance because each interviewer asks different things and judges by gut. Structured interviews fix this by tying questions to defined competencies and scoring against a rubric. This tool automates the structure:
- For each competency you list, it generates up to three questions.
- Behavioural questions ask for a specific past example in STAR form.
- Situational questions present a realistic scenario for the role.
- Technical questions probe depth in that competency’s craft.
- Every question carries a rubric describing strong versus weak answers, calibrated to the seniority level you chose.
Switch the format to focus a single round — for example behavioural only for a values interview, or technical only for a working session.
Understanding the three question types
Behavioural questions are grounded in the principle that past behaviour predicts future behaviour. They follow the STAR structure (Situation, Task, Action, Result) and ask for a specific real example rather than a hypothetical. For example, “Tell me about a time you had to communicate bad news to a stakeholder” gives you a concrete data point about how the candidate actually handles that situation, not how they think they would. The rubric for a behavioural question typically scores on clarity of the example, level of personal ownership, and quality of the result and lessons drawn.
Situational questions test judgement in realistic hypotheticals calibrated to the role. They are especially useful for evaluating candidates who are strong in potential but light on directly relevant experience — a graduate being assessed for client-facing work, or an internal candidate moving into a new domain. For example: “Imagine you are three days from a deadline and discover the requirements changed significantly. What do you do?” The rubric scores on the reasoning process, communication instincts, and prioritisation.
Technical questions assess depth in the specific skills the role requires. The seniority setting matters most here: the tool calibrates what constitutes a “strong” answer differently for a junior candidate (understands the concept and can apply it with guidance) versus a senior one (can reason about tradeoffs, edge cases, and has applied it in varied contexts).
How to write strong competencies
The quality of the questions depends on the specificity of the competencies you enter. Generic inputs produce generic questions.
Compare these:
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Weak: “communication” — produces generic questions any interviewer would ask
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Better: “presenting technical findings to non-technical stakeholders” — produces questions specific to that real challenge in the role
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Weak: “leadership” — vague and produces halo-effect questions
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Better: “giving critical feedback to a peer” — specific, testable, role-relevant
Think about the two or three situations in this role where someone is most likely to struggle or succeed, and write competencies around those.
Tips and examples
Phrase competencies as specific behaviours — “incident response under pressure” or “mentoring engineers less experienced than you” produces sharper questions than “leadership.” Assign each interviewer two or three competencies from the full list so the panel covers everything without redundancy. Align on what a “strong” answer looks like for each rubric before the interviews begin, not after. Take notes against each rubric criterion during the interview — memory-based scoring applied after the fact is where most candidate-comparison bias originates.