Resources and Research | Lavalier Interview Intelligence

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Insights and practical tips on quality of hire, candidate experience, structured interviewing, AI in hiring, and more.

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Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

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Hiring decisions come down to vibes rather than skills.

People make hiring decisions based on likability, and candidates who receive offers are far more likely to be described by their personality.

From gut feel to good evidence: fixing the interview

From gut feel to good evidence: fixing the interview

What is interview intelligence? The complete guide for mid-market recruiting teams

Breaking down what interview intelligence actually is, why it’s useful, how it works, and what to know to choose the right solution for your team.

Why your team writes weak interview feedback (and how to fix it)

The problem usually isn't effort or intent. It's that the conditions required to produce good feedback are difficult to maintain at scale. The right AI recruiting tools are changing that.

AI structured interviews: How to get your team to assess skills instead of personality

Getting candidate assessment right requires four things

What exactly is Quality of Hire and how do recruiting teams measure it?

Quality of hire measures the value a new employee delivers to an organization over time. Unlike efficiency metrics—time to fill, cost per hire, offer acceptance rate—it asks the harder question: did we hire the right person?

How to use AI in interviews: scaling a structured process and capturing interview evidence

Using AI in your interviews can make evaluations more consistent, debriefs shorter, and every hiring decision one you're genuinely confident in. Here's how it works across each stage.

Quality of Hire is an interview problem (not a sourcing problem)

Interview quality is a bigger contributor to quality of hire than most teams realize. And most interview processes aren't set up to deliver it consistently.

2x hiring quality in half the time.

Structure your entire interview process in minutes, not meetings.

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