Most hiring teams invest heavily in sourcing, employer brand, and getting candidates into the funnel.

But when it comes to the moment that actually determines who gets hired — the interview — the process is often inconsistent, unstructured, and difficult to trust.

Feedback like “great personality” or “seems sharp” still shows up in scorecards, decisions are made on fragmented signals, and TA teams are left accountable for outcomes they don’t fully control.

In this session, we’ll take a hard look at where interviews break down and what it takes to turn them into a reliable, evidence-based part of the hiring process.

We’ll cover:

• Why hiring is fundamentally a decision quality problem, not just a sourcing challenge
• The three most common failure points in interviews: role setup, interview execution, and feedback capture
• What strong interview design actually looks like in practice — from aligned competencies to structured conversations and defensible evaluation
• How leading teams are starting to create more consistent, high-signal interview processes without slowing things down

This will be a practical, practitioner-led discussion focused on real workflows, not theory. We’ll also walk through an example of what a fully designed interview process looks like end-to-end, from intake to final decision.

You’ll leave with a clear understanding of where your current process may be breaking, and at least one thing you can improve before your next interview loop.