Interviewer finishes a call. Scorecard sits empty. Three days later they fill it from fading memory. "Seemed good, would probably hire." That's not feedback — that's a vibe. By the time the hiring committee meets, half the scorecards are useless and decisions get made on gut feel.
Scorecard filed 3 days late: "Good candidate. Knows their stuff. Probably hire."
Filed immediately with specific observations — what the candidate did well, where they struggled, and concrete examples from the interview.
Pluck's probes guide the interviewer to be specific right after the call: "What stood out technically?" "Any concerns?" "Give an example." If the interviewer's AI has access to the job description and candidate resume, it can pre-fill context so the interviewer focuses on what they observed. Either way, the scorecard gets filled while memory is fresh.
When an answer is too short, Pluck nudges the respondent to go deeper.
Who this is for
Hiring managers, recruiters, anyone running structured interview processes.
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