The One Feature That Could Transform How Hiring Managers Interview

The future of hiring tech may not be about optimizing candidates... but empowering the people asking the questions.

Tyler Bugeaud

Co-Founder

Include a personal profile or introduction statement at the top of your resume

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Add an infographic element that displays your best traits and accomplishments

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Use headings and subheadings throughout your resume to highlight key sections and make the information easier to read

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Utilize space by using bullet points to outline skills and job qualifications

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Incorporate visuals and images such as graphs and charts

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The One Feature That Could Transform How Hiring Managers Interview Candidates

Hint: It’s not another calendar tool but all about asking the right questions.

Picture this. You’re a hiring manager, five interviews deep on a Tuesday, reading resumes between meetings. You barely had time to prep. You glance at the candidate’s experience and throw together a few questions based on what you think matters.

By the time you’re on the call, you’re winging it.

And that’s how most interviews go.

It’s not because hiring managers don’t care. It’s because they’re busy. They’re not trained interviewers. And they rarely get help connecting the dots between a candidate’s resume and the questions that would actually reveal whether they’re the right fit.

That’s where this idea came from.

During a conversation with someone who supports over 150 job seekers in IT and engineering, he said something simple but powerful:

“Hiring managers don’t always know how to ask the right questions. And because of privacy rules, they can’t just copy a resume into ChatGPT. But what if there was a tool that could help them generate questions based on a candidate’s resume?”

That stuck with me.

Because in a hiring process flooded with AI-written resumes and busy managers, what if the biggest unlock wasn’t on the candidate side… but the interviewer’s?

Here’s the pitch: A smart interview companion.

A tool that generates personalized, thoughtful interview questions based on a candidate’s resume—and does it in a way that’s secure, compliant, and accessible from within a hiring platform.

For example:

You paste in or upload a resume
The tool identifies relevant work history, skills, and project details
It returns a list of tailored behavioral, technical, or situational questions
Optional: You select the tone (casual, formal, probing, rapid-fire)

Now you’re not walking into the interview guessing. You’re asking meaningful questions that reflect what the candidate actually brings to the table.

Why does this matter?

Because good interview questions aren’t just a formality. They’re the signal. They’re what separates the surface-level conversation from the real insight.

They help candidates tell stories. They reveal thinking, values, and judgment.

And if a tool can do that heavy lifting for managers (especially those who don’t hire often) it turns the whole process into something more thoughtful, equitable, and human.

There’s also a trust angle here.

One reason some hiring teams avoid using AI altogether is fear. Fear of breaking compliance rules. Fear of bias. Fear of leaking private candidate data.

That’s valid.

But a tool built with clear privacy safeguards a resume parser that works internally, with anonymized suggestions and no external data calls that could get adopted fast.

“Hiring managers need help, too,” a hiring coach said. “We talk about empowering job seekers, but interviews are a two-way street. Most managers aren’t trained for them.”

So what if we designed for them, too?

What if the future of hiring tech wasn’t just about optimizing applicants, but elevating the people asking the questions?

Because here’s the thing. A great interview doesn’t happen by accident. It happens when both sides are prepared. When the questions go deeper than "tell me about yourself." When the manager actually sees the candidate and not just their resume.

That’s the kind of product that could quietly but meaningfully improve the hiring experience.

Not by replacing the human, but by supporting the human in the chair across the table.