ProductTeam collaboration

Different perspectives. One hiring conversation.

Bring messages, interviews and feedback together around the candidate. Give everyone involved a clearer way to contribute.

See the all-inclusive plan

Studio North / hiring workspaceInteractive demo

Candidate profile

Alex Morgan

Product designer · Example candidate

Current stage Applied

Everything, in context.

Application, experience, files and feedback. One profile your whole team can work from.

Portfolio & résuméFiles stay with the candidate

Team feedback

“Thoughtful approach to research. Let’s explore the project work in the interview.”

JLJamie, hiring team

Made-up people. A real feel for the workflow.

Keep the conversation with the candidate.

Email from a candidate’s profile and keep the thread in context. Reuse templates for the messages your team sends often, while keeping the candidate’s name and role personal.

Meet with a shared plan.

Arrange interviews, prepare reusable interview kits and collect structured scorecards. Give interviewers a common starting point and leave room for their own observations.

Make the next decision together.

Share reviews and notes where the hiring team can find them. Admins manage the process, while members can view candidates and contribute feedback without changing company settings.

Before the interview. After the conversation.

The meeting is only one part of the work. Preparation and a useful handoff help the team make sense of what it learns.

Prepare a shared starting point.
Arrange the interview and use a reusable kit to capture what the team wants to understand. Give reviewers enough context to explore the candidate’s work without repeating every earlier conversation.
Make observations visible.
Add reviews, notes and scorecards to the candidate’s history. Record the evidence behind a conclusion and the questions that are still open, so feedback is useful beyond the meeting itself.
Keep the candidate in the conversation.
Use the email thread and templates to send the next invitation or update. Review the final message before sending, and make sure someone is responsible for the next reply.

A clearer interview debrief

An illustrative way to organize feedback. Your team supplies the observations; the software doesn’t make the hiring decision for you.

Criterion: Explaining a product decision using relevant evidence.
Observation: Compared two approaches and explained the constraint that informed the choice.
Open question: How did the candidate evaluate the result after the work shipped?
Next action: Discuss the unanswered question before deciding whether another conversation is needed.

A few practical
details.

Want the wider picture?
More questions, answered

Can teammates review without managing the workspace?

Yes. Members can view candidates and contribute reviews. Admins manage jobs, hiring settings and the wider workflow.

Are email replies kept with the candidate?

Where two-way email is configured for the workspace, candidate replies join the thread. We confirm the email setup during onboarding.

Can we reuse interview preparation?

Yes. Interview kits, scorecards and email templates let the team reuse useful structure while keeping the conversation specific to the candidate and role.