How to Manage Technical Interviews Using Project Management?
How to manage technical interviews using project management?
Manage technical interviews by creating a hiring board with candidate stages (Applied → Screen → Technical → Team → Offer), using tasks for each candidate, documenting interview feedback in comments, and tracking pipeline metrics. NoteVault stores interview rubrics and standardized questions for consistent evaluation.
Hiring board columns
| Column | Purpose | Typical Time |
|---|
| Applied | New applications | 1-3 days |
| Resume Screen | Initial review | 2-5 days |
| Phone Screen | Recruiter call | 1 week |
| Technical Interview | Coding/system design | 1-2 weeks |
| Team Interview | Culture fit | 1 week |
| Offer | Decision & negotiation | 1-2 weeks |
| Hired | Accepted offer | - |
| Rejected | Did not proceed | - |
Hiring labels
| Label | Purpose |
|---|
| role:frontend | Frontend position |
| role:backend | Backend position |
| role:fullstack | Full-stack position |
| level:junior | Junior level |
| level:senior | Senior level |
| source:linkedin | Source channel |
| source:referral | Employee referral |
| urgent | Priority hire |
Candidate task template
## Candidate: [Name] - [Role]
### Info
- Applied: 2025-01-20
- Source: LinkedIn
- Resume: [Link]
- LinkedIn: [Link]
### Stage: Technical Interview
Interview date: 2025-01-27
Interviewers: @interviewer1, @interviewer2
### Interview Feedback
[To be added after interview]
### Evaluation Rubric
| Criteria | Score (1-5) | Notes |
|----------|-------------|-------|
| Coding skills | | |
| Problem solving | | |
| Communication | | |
| System design | | |
| Culture fit | | |
### Decision
[Proceed/Reject] - [Rationale]
Next step: [Next stage or action]
Interview feedback template
## Interview Feedback - [Candidate Name]
Date: 2025-01-27
Interviewer: @interviewer1
Type: Technical Interview
### Questions Covered
1. [Question 1] - [Performance summary]
2. [Question 2] - [Performance summary]
### Evaluation
| Criteria | Score | Notes |
|----------|-------|-------|
| Problem solving | 4 | Strong approach |
| Coding | 3 | Syntax issues |
| Communication | 5 | Excellent |
### Recommendation
[Strong Hire / Hire / No Hire / Strong No Hire]
### Summary
[2-3 sentence summary for hiring manager]
NoteVault interview documentation
# Technical Interview Guide
## Interview Process
1. Resume Screen (recruiter)
2. Phone Screen (30 min, hiring manager)
3. Technical Interview (60 min, 2 engineers)
4. Team Interview (45 min, cross-functional)
5. Final Decision (hiring committee)
## Technical Interview Structure
- 5 min: Introductions
- 10 min: Background discussion
- 35 min: Coding problem
- 10 min: Candidate questions
## Rubric
### Coding Skills (1-5)
5: Production-ready code
4: Working solution, minor issues
3: Correct approach, implementation gaps
2: Struggling with implementation
1: Cannot solve problem
### Problem Solving (1-5)
5: Optimal solution, excellent process
4: Good solution, solid process
3: Working solution, some guidance
2: Needed significant guidance
1: Could not solve with guidance
## Standard Questions
[Link to question bank - private NoteVault]
Hiring pipeline metrics
| Metric | What to Track |
|---|
| Time to hire | Days from applied to offer |
| Stage conversion | % moving to next stage |
| Source quality | Hires by source channel |
| Interviewer calibration | Scores vs outcomes |
| Offer acceptance | Accepted vs extended |
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