Panel interview
Also called: group interview
When a panel interview is the right choice
A panel works well when:
- The role works with multiple stakeholders day-to-day (a project manager, a senior IC who’ll partner across teams, a customer-facing role).
- You want to compress scheduling — one 60-minute panel beats four 30-minute calls.
- You want to see how the candidate handles being mildly outnumbered.
It works poorly when:
- The role is deeply individual-contributor in scope (panels can feel like a tribunal).
- The panel hasn’t calibrated in advance — different interviewers ask redundant questions or, worse, talk over each other.
How to run one well
Pre-decide who covers which dimension. Pre-decide the order of questions. Have one interviewer lead and steer; the others ask their own questions on cue. Each interviewer fills their own scorecard separately — never as a group.
The most common failure mode is panel-think: someone starts the debrief with “I thought she was great” and everyone calibrates to that. Separate scorecards prevent it.
Where TalentGleam fits
Each panelist gets their own scorecard in TalentGleam with their assigned dimension highlighted. See the features page .
