Interviewing Training
Stop Losing Great Candidates to Bad Interviews
Your TA team finds great candidates. Don’t let untrained managers lose them in inconsistent interviews. Our License to Hire Program gives hiring managers the skills to conduct interviews that predict job performance.
Why Most Interview Training Fails Your Hiring Managers
Generic workshops dump information and disappear. Managers sit through compliance-focused sessions, then return to asking, ‘Tell me about yourself’ and making gut-based decisions. Here’s what actually creates great interviewers:
Conduct Performance-Predicting Interviews
Get speed, quality and diversity from your interviewing process. Learn to select the right talent for your organization while creating candidate experiences that strengthen your employer brand.
Become a Talent Magnet
Build your online presence and personal brand as a hiring manager. Make talented candidates come to you instead of chasing them through traditional channels.
Interview Without Bias
Use intentional language and approaches that make candidates comfortable. Keep bias out of decisions and move from idealized candidate profiles to inclusive hiring that finds great talent.
Hire Hourly Talent Efficiently
Screen applications, ask the right questions, and give every candidate a fair shot – even when you’re short on time or new to hiring. Make confident decisions that work for your team and business.
Without these capabilities built into a structured process, you’re just hoping for improvement.
Success Factors
Your CEO cares
When leadership requires certification, managers actually complete it
Managers help build it
Let hiring managers tell you what interview scenarios they struggle with most
Make it matter
Tie certification to promotions and performance reviews
Assign someone to own it
One person needs to track completion and be your internal champion
Common Pitfalls:
Hoping they’ll self-train
Managers won’t find time without deadlines
One-size-fits-all training
Engineers and executives need different interview skills
Underestimating the work
Good interviewing takes practice, not just a 2-hour session
Unlike platforms that dump modules and disappear, we guide your implementation:
Developed by Former Corporate Talent Directors
Content created by executives who’ve built hiring programs at scale
Start Small, Expand Smart
Begin with critical roles, expand based on what works for your organization
Expert-Led Implementation
Our experts guide your rollout strategy, manager coaching, and adoption tactics
Proven at 600+ Companies
We’ve helped organizations build high-performing hiring capabilities across global teams
Measurable Business Impact
Our clients consistently report improved hiring quality and reduced time-to-decision
Ready to License Your Hiring Managers for Success?
Book Your License to Hire Strategy Session
Discover how to build hiring manager competency while reducing your biggest talent acquisition risk.
In 45 minutes, we’ll assess your current interviewing capability, identify quick wins, and show you exactly how companies like yours certify their hiring managers for consistent results.
Strategic consultation from experts who’ve certified thousands of managers.
FAQ
How is this different from generic interview training?
Most training teaches theory. We teach specific frameworks: what questions to ask, how to score answers, and how to make consistent decisions. Managers leave with tools they use in their next interview.
Do you provide ongoing support after certification?
Yes. We include refresher sessions, new scenario updates, and access to our expert team for the first year. Good interviewing skills need reinforcement, not one-and-done training.
What’s the investment?
Pricing depends on the number of managers and customization level. Most clients see ROI within 6 months through faster hiring and better quality hires. We’ll discuss specifics in your strategy session.
What if some managers resist the training?
Change management is part of our implementation support. We help you communicate the “why,” tie completion to consequences that matter, and identify early adopters who become internal champions.
How do we measure if it’s working?
We track three key metrics: interview-to-offer ratios, time-to-decision, and 90-day new hire performance ratings. Most clients see improvement within 60 days.
How long does the certification take?
The program is designed for busy managers who can’t disappear for days of training. We break it into manageable modules that fit around their schedule, with ongoing reinforcement to build lasting skills.
Do you customize the content for our industry?
Absolutely. We work with you to create interview frameworks that match your specific roles and company culture. What works for hiring software engineers won’t work for sales managers, and our content reflects those differences.