01
Interview frame
Defined prompts
A structured question set gives candidates a shared interview frame for the role under review.
SMPG TalentFit
Structured interviews that organize evidence for human decisions.
TalentFit gives hiring teams a defined interview frame for gathering role-relevant responses and reviewing them through a consistent, human-led process.
Structured prompts · Role criteria · Human review
A clearer review frame
Structure the evidence before interpreting it.
TalentFit supports a disciplined interview process. It does not replace recruiter or hiring-manager judgment.
02
Evidence record
Role-relevant evidence
Responses are considered against criteria connected to the role outcomes and operating context.
03
Decision owner
Human-owned decisions
Hiring teams interpret the evidence, discuss tradeoffs, and remain responsible for every next step.
Candidate workflow
A direct path from role context to reviewable responses.
The candidate experience is organized around understanding the role, answering defined prompts, and supplying evidence for human review.
01
Orient
Understand the role context
Begin with clear instructions about the role and the structured interview ahead.
02
Respond
Respond to structured prompts
Use relevant examples and context to address the same defined areas for the role.
03
Evidence
Create a reviewable evidence record
The responses give the hiring team common source material for its review and discussion.
04
Review
Move to human review
The hiring team considers the evidence alongside the wider selection process and determines the next step.
For hiring teams
Use one role-based frame from setup through decision.
The workflow gives reviewers a common structure while leaving interpretation, discussion, and the final outcome with people.
01
Frame
Define role outcomes
Clarify what the person must deliver and which examples would be useful evidence.
02
Configure
Set prompts and criteria
Establish the interview structure before candidate responses are reviewed.
03
Evaluate
Review the evidence
Examine responses through the same role-based lens and discuss what the evidence does and does not show.
04
Decide
Make and own the decision
Use the structured record as one input while people remain accountable for interpretation and next steps.
The next operating decision
Start with the role, not the tool.
Share the role outcomes, the interview context, and the evidence your hiring team needs to examine.