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Structured interview question templates
Ready-to-use question sets for one-way video interviews. Each template includes the question, what to look for in responses, and tips for consistent evaluation. Copy, customise, and use them in your next interview.
Why structured questions matter
Research consistently shows that structured interviews — where every candidate answers the same questions evaluated against the same criteria — are significantly more predictive of job performance than unstructured conversations. They also reduce bias by ensuring candidates are compared on the same dimensions.
The templates below are designed for one-way video interviews, where candidates record responses independently. Each question includes guidance on what to look for when reviewing answers, making it easier for your team to evaluate consistently.
General and behavioural
These questions work across most roles. They reveal how candidates think, solve problems, and handle real workplace situations.
Describe a time you had to manage competing priorities with tight deadlines. How did you decide what to focus on, and what was the result?
What to look for: Prioritisation framework, ability to communicate trade-offs, concrete outcome.
Tell me about a project that did not go as planned. What happened, and what did you learn from it?
What to look for: Ownership of mistakes, self-awareness, actionable lessons taken forward.
Give an example of a time you had to persuade someone who initially disagreed with your approach. How did you handle it?
What to look for: Empathy, evidence-based reasoning, ability to find common ground.
What is one skill you have actively worked to improve in the past year? How did you go about it?
What to look for: Growth mindset, self-direction, specific actions taken (not just aspirations).
Technical roles
For engineering, product, design, and other technical positions. Focus on problem-solving approach rather than syntax recall.
Walk me through how you would approach debugging an issue where a feature works locally but fails in production.
What to look for: Systematic debugging process, awareness of environment differences, logging and monitoring mindset.
Describe a technical decision you made that you would make differently with hindsight. What changed your thinking?
What to look for: Technical judgment, ability to evaluate trade-offs, intellectual honesty.
How do you decide when to build something from scratch versus using an existing library or tool?
What to look for: Pragmatism, understanding of maintenance burden, consideration of team context.
Tell me about a time you had to explain a complex technical concept to a non-technical stakeholder. How did you approach it?
What to look for: Communication skills, ability to simplify without losing accuracy, patience.
Sales and customer-facing
For roles involving client relationships, sales, account management, or customer success.
Describe a deal or customer situation that was at risk of falling through. What did you do to save it?
What to look for: Resourcefulness, resilience, understanding of customer motivations.
How do you research and prepare before a first meeting with a potential client?
What to look for: Thoroughness, strategic thinking, ability to personalise outreach.
Tell me about a time you had to say no to a customer request. How did you handle it while maintaining the relationship?
What to look for: Diplomacy, ability to set boundaries, offering alternatives.
What is your process for following up with prospects who have gone quiet?
What to look for: Persistence without pushiness, creative follow-up strategies, respect for the prospect.
Leadership and management
For team leads, managers, and senior individual contributors who influence team direction.
How do you handle a situation where a team member is consistently underperforming?
What to look for: Empathy combined with accountability, specific feedback approach, escalation awareness.
Describe a time you had to make a decision with incomplete information. What was your approach?
What to look for: Comfort with ambiguity, structured decision-making, willingness to course-correct.
How do you ensure your team stays aligned on priorities when things are changing quickly?
What to look for: Communication cadence, transparency, practical tools or rituals used.
Tell me about a time you disagreed with your manager or leadership. How did you navigate it?
What to look for: Professional courage, constructive disagreement, respect for hierarchy while voicing concerns.
Culture fit and values
Questions to assess alignment with your team culture. Adapt these to reflect your specific values.
What kind of work environment brings out your best work? Describe the conditions and team dynamics.
What to look for: Self-awareness, alignment with your actual culture (not just what they think you want to hear).
How do you handle receiving critical feedback? Can you give a recent example?
What to look for: Openness to feedback, emotional maturity, willingness to act on input.
Describe a time you helped a colleague succeed, even when it was not part of your job.
What to look for: Collaboration, generosity, team-first mindset.
What is one thing about the way you work that you think is different from most people?
What to look for: Authenticity, self-awareness, unique perspectives that could enrich the team.
Tips for evaluating responses
Use a scoring rubric — define what a strong, average, and weak answer looks like before you start reviewing. This prevents anchoring to the first candidate you watch.
Evaluate one question at a time — instead of watching all of one candidate's answers, watch everyone's answer to question 1 first, then question 2. This makes comparison easier.
Look for specificity — strong answers include concrete examples with details. Vague, theoretical answers often indicate a lack of real experience.
Don't penalise nerves — video interviews can feel unfamiliar. Focus on the substance of the answer, not presentation polish. A slightly nervous candidate with a great answer is better than a polished candidate with a shallow one.
Use AI transcripts as a supplement — read the transcript for quick scanning, but watch the video for communication skills, enthusiasm, and cultural signals that text alone cannot capture.
How to use these templates
Pick 3-5 questions from the categories that match your role. Customise them to reflect your specific context — mention the team, the product, or the challenges the candidate will face. Generic questions get generic answers.
If you are using CandidReel, you can add these directly to a new interview and set time limits for each question. For a complete walkthrough, see our guide to one-way video interviews.
Put these questions to work
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