Reviewing candidates as a team

The short version

Invite teammates, assign them to a role, and they score its candidates from their Interviews tab. Everyone scores blind: you can see how many others have reviewed, but not their ratings or notes, until you've submitted your own. Then the scores open up and you can compare. It's a simple way to get a few honest opinions before you decide.

The first opinion in the room tends to pull everyone toward it. Blind scoring fixes that. Each reviewer gives their own rating and recommendation before seeing anyone else's, so you get independent reads instead of an echo. Once you've scored, you see the rest, and any disagreement is a useful signal, not an argument you already lost.

Setting it up

Add teammates to your company. Invite them from Team settings. You can invite someone as an interviewer if scoring is all they should do, or use existing members and admins. See Managing your team.
Assign reviewers to the role. Open the role and add the people you want on its interview team. They'll now see that role in their Interviews tab.
They review. Each assigned person opens Interviews, picks the role, and scores its candidates.

What a reviewer sees

A reviewer opens Interviews and sees only the roles they've been assigned. Picking a role shows its candidates, ready to score. For each candidate they can read everything the applicant submitted (their answers, resume, and files) and leave:

A rating. Zero to five stars.
A recommendation. One of Strong No, No, Neutral, Yes, or Strong Yes.
A comment (optional). A few lines on your reasoning.

There are no fixed criteria to fill in. Reviewers judge against what the role needs and say why in the comment.

Interviewers see a focused view: they score, and that's it. The recruiter actions (advancing, declining, shortlisting, tagging, changing status) stay with your members and admins, so an interviewer can't accidentally move someone along.

Before you've scored a candidate, you can see that other people have reviewed (a plain count, like "3 reviews") but not what they said. The average rating stays hidden.

The moment you submit your own score, it opens up: you see the average and each reviewer's rating, recommendation, and comment. In other words, you unlock the room by adding your own opinion first.

Because scoring a candidate also marks them Reviewed on the Candidates page, your pipeline and your Insights stay in sync automatically. You don't have to mark them reviewed separately.

Bringing it back together

Once your reviewers have weighed in, an admin or member makes the call on the Candidates page: advance the strong yeses, decline the clear nos with a kind note, and talk through the split decisions. The scores are there to inform the decision, not to make it automatically.

Good to know

Interviewers are scoped on purpose. An interviewer only ever sees the roles you assign them, never your whole candidate pool. It's the right role for an outside panelist or a hiring manager who should weigh in on one search.
Anyone on the role can score. Assigned interviewers, plus your members and admins, can all leave a scorecard for a role they're on.
The count leaks, the content doesn't. You can tell how many people have reviewed before you score, but never what they said, so you still can't be nudged.
You can update your score. Changed your mind after reading the others? You can revise what you submitted.

Trouble?

A teammate doesn't see the role in Interviews. They haven't been added to that role's interview team yet. Open the role and add them.
A reviewer can't advance or decline anyone. That's expected if they're an interviewer. Those actions belong to members and admins on the Candidates page.
You still see "hidden" scores. You haven't submitted your own score for that candidate yet. Score them, and the rest reveal.