Same scene, every candidate
Structure starts with a fixed set of role-relevant questions and tasks, asked in the same order, scored against the same rubric. Comparison only means something when the thing being compared is held constant.
A rubric drawn from the job, not from the interviewer
The criteria should come out of the approved job description, before anyone is interviewed. Written after the fact, a rubric simply records the preference that already formed.
Adaptive follow-ups keep it human
Structure does not mean rigidity. When an answer stays thin, a good interview probes once more on the same criterion — the same way a strong human interviewer does — without wandering into unrelated territory that breaks comparability.
Video adds the part transcripts lose
Live tasks, demonstrations and the way a candidate works through an unfamiliar problem are visible on video and invisible in notes. The footage also makes the score auditable: anyone can watch the moment that produced it.
