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The app's objective is to provide practice interview services to candidates in realistic conditions, conducted by industry professionals with real hiring experience (coaches), from a variety of backgrounds, sectors, seniority and experience levels. The aim is to prepare the candidate with knowledge of tailored interview questions, behaviour and body language so that their probability of success an an actual job interview is massively increased. The interview is conducted over a mobile app, using built in scheduling, payment and video calling features. Candidates have access to the recorded session at the end of the interview and are also issued with a detailed scorecard, empowering them to identify weaknesses and eventually improve actual interview performance, thereby significantly increasing employment chances. For the coaches, the app's purpose is to help generate a side income stream, identify possible talent for hire and also feel rewarded for assisting aspiring candidates

There are 2 categories of users in the app: Coaches: Industry professionals with real world hiring and interviewing experience who wish to earn a side income from offering interview and career coaching Candidates: Aspiring job hunters who wish to sharpen their interviewing skills by exposing themselves to actual conditions without the drawbacks of failure You are encouraged to sign up to the app, whether you are a coach or a candidate. Unfortunately, at this point, if you decide to sign up as both, you will need to create separate profiles using two separate email addresses

No. At present we only support mobile devices (iOS & Android) however, a desktop app is in the pipeline.

The coaches are pooled from a community of professionals with real world hiring experience. They have an extensive variety of backgrounds, including a range of industry sectors such as marketing, technology or finance. Coaches also come at different seniority levels of their career, from mid level professionals, to C-Level executives. You can check their public LinkedIn profiles by clicking on the corresponding LinkedIn button of their profiles during search: The combined attributes of a coach's career will also dictate their rate, which is fully negotiable between coach and and candidate. It is this very interview coaching a candidate will receive that will make a real difference during an actual interview.

When signing up, you will be asked to create a profile. Please be as accurate as possible and add as much detail as you can. Ensure you add your preferred rate and a link to your public LinkedIn profile, which you can find from within LinkedIn and usually resembles the following format: https://linkedin.com/in/yourname The more detail you add, the more searchable you will be, enabling you to secure more interviews at your specified fees. Finally, don't forget to add languages spoken as the platform caters for a global audience and you may open up yourself to international interview opportunities.

Treat the interview as you would a real life job interview. Candidates who are investing in a coach have an expectation of professionalism and quality results, to the same standards as any corporate interview. Please follow these simple guidelines to maximise the experience and value candidates get from the process. Additionally, good interviews and feedback encourage a good rating and further opportunities: Prepare for the interview ahead of time by drafting a list of relevant questions. Take a quick look at our interview questions structure guide in this FAQ Be on time and punctual Ensure you are in an environment where you will not be disturbed i.e phones, pes, other people, traffic The room you are in must have good lighting so you are clearly visible in the video call Dress respectfully and professionally Do not exchange personal information other than career details or what is visible on your public LinkedIn profile Do not ask morally unethical questions. For example, questions on race, religion or political views Keep notes of questions and answers as they will help you draft the scorecard at the end of the interview

An interview consists of a number of typical phases. Pre interview phase is where the applicant introduces himself and settles into the process. This is followed by a short description of the role (the applicant is seeking) and the interviewer’s position and background. Following on from this, there are numerous topics revolving around general questions, skills-based questions, behavioural and situational questions. There are no hard and fast rules here. Due to the diversity of backgrounds, sectors and job specialties we cater for here at Interviewpals, no two interviews will be the same and questions asked by an interviewer may have commonalities, but will also vary significantly most of the time. You are free to to conduct the interview as you best see fit. However, we have provided a backbone framework with sample questions, one that the interviewer can build upon, enrich, modify and edit on a case-by-case basis or recycle. Please see below: TOPIC: GENERAL BEHAVIOUR OBSERVATIONS: Introduction (eye contact, name, smile) Presentation (effort made, attire) General body language (sits straight, eye contact, enthusiastic, interested) Brought resume to interview Listened carefully and took notes TOPIC: COMPANY QUESTIONS QUESTIONS: Why do you want to work for company __? If you had to describe company __ to a friend, how would you describe it? What is the company’s mission? Do you know the company values? If so, which ones do you align with? TOPIC: SKILLS QUESTIONS QUESTIONS: Tell me about the most recent position. What were your responsibilities? What results/accomplishments did you receive at your previous position? What is your experience working in __ industry? Explain the concept of __________ What does leadership mean to you? Have you ever worked with _________? How do you manage managers? What are the key ingredients to managing a high performing team? TOPIC: BEHAVIOURAL QUESTIONS QUESTIONS: Give me an example of a time you faced a conflict while working on a team. How did you handle that? Tell me about a time you failed. How did you deal with the situation? Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective? Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? Do you have examples of an occasion where you had to respond to questions that went beyond your knowledge? TOPIC: SITUATIONAL QUESTIONS QUESTIONS: Have you ever dealt with situations at work that required confidentiality? How did you handle the situation? How would you deal with a customer that isn’t satisfied? Can you provide an example and tell me of the outcome? How did you go out of your way to assist? What would you do if a co-worker disagreed with you? Your business is about to embrace a major technology change. How would you approach learning a new skill? Think of a time when things went wrong, how did you recover afterward?

To maintain good feedback ratings from candidates, you need to provide excellent feedback consistently. Here are some tips on maintaining good feedback performance: All candidates should be treated the same and asked the same set of questions where applicable Develop questions based on the roles you expect to provide interviews for Prepare a scorecard Give facts based feedback, captured during the interview Remember that we are only measuring what we set out to measure as designed in the preparation phase Provide constructive feedback that allows the candidate to develop Focus on specific feedback that relates to the job relevancy

An interview scorecard or is a valuable tool that recruiters, HR professionals and hiring managers use to score a candidate’s qualifications for a position. Interview scorecards are utilised to ensure an interviewer evaluates candidates in a fair, consistent manner using an objective measurement tool, previously agreed-upon criteria and an established rating system. In our case, an interview score card serves the purpose of delivering a structured and targeted interview performance assessment to the candidate. Coupled with the session recording, the candidate is guaranteed to get an excellent evaluation of areas to improve, thus identifying and eliminating weaknesses. Please note, interview scorecards are only available to coaches to fill in after an interview has completed

Our interview scorecard typically consists of the following: Essential candidate details such as Specific questions aimed at evaluating a candidate’s skills, traits, qualifications and experience. divided into various topics. Further guidance is provided in another section of the FAQ. It is up to you to exercise judgement and create a framework that includes topics and questions based on your own experience. No hiring manager interviews the same. Ultimately though, the better your technique, the more value you create for the candidate and thus the more positive feedback you’ll receive, resulting in an increase of earnings through the platform A consistent star rating system. This is a very important section that enables a candidate to evaluate their performance for each question individually but also each section in its entirety, in a quantitative manner. We have chosen a simple scoring system to enable you to assess a candidate’s responses. You also have flexibility to chose levels in between: A comments section for every answer given. More detail can be added here for every answer or section, enabling the candidate to focus specifically on targeted areas to improve

While an interview can be conducted with questions devised in real time, the maximum value for the candidate is gained when the questions are prepared ahead of the interview and have structure. This structure can be recycled of course for subsequent interviews. We therefore strongly recommend that prior to conducting an interview, a unique candidate persona is created. This persona will help you narrow down exactly what the candidate requires, which will help you tailor your interview questions You can use use the attached sample score card we prepared and supplement it with your own questions. Alternatively, you can fill in your questions in the score card after the interview has finished

Yes. It is mandatory. Whether you have used a scorecard or not previously, it is an integral component of the service here at Interviewpals since it serves as an important quantitative and qualitative performance evaluation tool for the candidate. Therefore, it is an obligation to complete one, following on from the interview so candidate can access it via the platform. Please endeavour to fill in all the sections, including comments and section scoring. See a sample below: Each section field is fully editable to allow you to create your own categories of questions. You may also add as many questions as you like:

Candidates are professionals from all backgrounds and seniority levels seeking their next role. Whether it's your first job after finishing university or a senior level appointment, or a coding interview, Interviewpals will help prepare you mentally and give you the tools necessary to dissect your interview performances and eliminate your weaknesses

At the end of an interview, you will be requested to leave a rating for your interviewer. The rating is scored out of 5. Please add some comments about your experience. This is invaluable as it helps to build a reputation for our interviewers based on community feedback. Finaly, remember to be factual and professional at all times with your feedback. Please see an example below:

Yes the app is free to download and use. However, to book an interview session, you will need to agree a fee with the respective coach

The preferred fee is stated in the coach's profile during search in USD ($): Once the fee and interview duration are booked in the scheduler, payment is made by the candidate for the agreed amount and duration. At present, the fee can only be negotiated through the scheduling function of the app, allowing the coach to reject or accept the proposal. In future versions, we plan to have this feature available before booking

The minimum fee is $100 USD for 1 hour of practice interviewing. The app will not allow you to enter less than this amount

We charge a fixed 15% commission on any negotiated fee between coach and candidate

We use of the world's leading payment processors, Stripe, so you can rest assured all payment transactions through the app are safe and secure

In the unlikely event a refund is required, please contact us at info@interviewpals.com

Please reach out to us at support@interviewpals.com