A structured interview asks every candidate the same set of pre-agreed questions, scored against a pre-agreed rubric, by interviewers who agreed on what a strong answer looks like before the first candidate walked in. It removes the single biggest source of noise in hiring decisions: different interviewers quietly grading against different, unstated standards.
An unstructured 'chemistry' interview feels more natural and is far easier to run — which is exactly why it persists despite decades of research showing it is one of the weakest predictors of on-the-job performance available to a hiring team. It also opens the door to affinity bias: interviewers tend to rate candidates more favorably when the conversation feels comfortable, which correlates uncomfortably well with shared background rather than shared capability.
Every screen we conduct uses the scorecard built in the client's intake session as the interview instrument — the same core questions, every candidate, every time. It's also why calibration works: when a hiring manager sees the first three profiles and reacts, we can adjust the brief with confidence, because we know exactly what was being measured in the first place.
Send the brief and a partner in your sector comes back with a written plan within one business day.