Why split questions into categories?

Behavioral, technical, and situational questions probe different signals — past performance, current ability, and judgment under hypotheticals. A structured mix gives a fuller, fairer read than asking all of one type.

Does it help avoid biased questions?

Yes. The generated prompt explicitly instructs the model to avoid illegal or discriminatory topics such as age, family status, religion, and health, and to keep every question job-relevant and neutrally worded.

What are the "what to listen for" notes?

Each generated question comes with a one-line description of what a strong answer looks like, so interviewers across a panel score consistently rather than relying on gut feel.

How many questions should I generate?

For a single round, eight to twelve is usually plenty. Generate more if you want a bank to draw from, then pick the subset that best maps to the competencies that matter most for the role.

Interview Question Prompt Builder

Interview question prompt builder

Good interviews are structured: the same competencies, probed consistently, with a shared idea of what a strong answer sounds like. This tool builds an LLM prompt that generates exactly that — a calibrated, categorized set of interview questions for a specific role and seniority, complete with answer-listening notes and bias-avoidance rules. It runs locally in your browser.

How it works

You enter the job role, pick the seniority, and list the competencies you want to probe. You choose an interview format and a question count. The builder produces a prompt that instructs the model to split questions across behavioral, technical, and situational categories, calibrate difficulty to the seniority level, map each question to a competency so nothing is missed, attach a one-line “what to listen for” note to each, and avoid illegal or discriminatory topics.

Tips and notes

List the competencies that genuinely differentiate strong hires for this role rather than a generic wish-list — the prompt guarantees each one is probed, so a bloated list dilutes the interview. For senior roles, the prompt deliberately steers away from trivia toward judgment and trade-off questions. After generating, review the bias-avoidance results yourself; the model is instructed to stay job-relevant, but you remain responsible for compliance with local employment law. Keep the “what to listen for” notes in your scorecard so a panel rates answers against the same bar.