Panel Interview Planner

Two to four, with three the common choice: the hiring manager, someone who does or knows the work, and an HR or talent partner. Each extra person should own a competency the others can't assess; otherwise they add pressure on the candidate without adding evidence.

Long enough for each panellist to cover their competency in depth, plus a welcome, the candidate's questions and a close. With three panellists taking 10–15 minutes each, that is typically under an hour. The planner lists every block in minutes so you can check the total against the time you booked.

Introduces the panel and format, hands over between panellists, keeps time, makes sure the candidate has time for questions, explains the next steps and later leads the debrief. The chair also stops interruptions and questions that should not be asked.

Not before each panellist has scored independently. Once the most senior person gives a view, others tend to follow it. Score first, then debrief: each person reads out their ratings and evidence, and the discussion focuses on competencies where ratings differ by two points or more.

Send one link to the candidate and all panellists, test it the day before and share a backup phone number. Agree the speaking order in advance, and keep cameras on so the candidate can see who is asking. If panellists need to pass notes, use a separate private channel, not the meeting chat.

Keep follow-ups to your own competency. If you think something important was missed, pass a note to the chair, who can make time for it at the end. That keeps the interview structured and gives every candidate the same experience.