Define what good looks like
Start with the role, not the CV.
Choose the skills and behaviours that matter. Use Phoenix51’s built-in frameworks and interview questions as a starting point, then tailor them to your role.
Why Phoenix51
Better hiring starts before the interview.
Turn role requirements into clear evidence, confident decisions and a stronger start for every new hire.
Follow the journey ↓Give everyone the same starting point
A fairer comparison starts with shared criteria.
Set assessment tasks, interview questions and scoring guidance before you meet candidates. Give assessors a common definition of what strong evidence looks like.
Capture what candidates demonstrate
Put evidence behind the score.
Bring interviews, one-way video tasks and assessor observations together. Record the response or behaviour behind each score so your team can explain its judgement.
Compare, challenge and decide
See the person beyond the first impression.
Use candidate comparisons, detailed analytics and reports to review strengths and gaps. Discuss differences between assessors and follow up where evidence is missing.
Carry insight into onboarding
Make the first 100 days count.
Use assessment findings to shape onboarding conversations and development priorities. Review progress against the expectations agreed for the role.
The result you are working towards
Hire with confidence.
Invest in people who can thrive.
Better evidence helps you match people to the role and give them the support they need to succeed.
Hires more likely to stay
Look beyond interview confidence to role fit, expectations and development needs.
Better investment in people
Focus recruitment and development effort on the capabilities your organisation needs.
Lower churn costs
Work towards fewer repeat recruitment cycles and less disruption from avoidable turnover.
These are intended outcomes, not guaranteed results. Assessment design, management and onboarding all influence retention.
Frequently asked questions
How does Phoenix51 differ from a spreadsheet scorecard?
A spreadsheet can hold scores, but teams also need to manage candidates, assessment stages, tasks and supporting observations. Phoenix51 brings those elements into a shared assessment workflow with candidate views and reporting.
Why record observations as well as a score?
A score summarises an assessor’s judgement. An observation explains the behaviour or response behind it. Keeping both helps another reviewer understand the assessment and gives the team something specific to discuss when scores differ.
What should we check in a demonstration?
Use one of your own role profiles to test framework setup, assessment stages, candidate and assessor experience, scoring, reporting and export. Confirm the licences and support needed for your actual process.