Bridge

Free tool

AI Interview Question Generator

Structured interview questions for any role, each tied to a requirement, with what good looks like and a probe to get past rehearsed answers.

Paste the job description or list the skills you want to test.

How it works

Describe the role

Add the role title and paste the job description or key skills. Level and interview type are optional.

Get structured questions

Bridge writes questions tied to each requirement, with what a strong answer shows, a probe and a scorecard.

Share with the panel

Copy the questions into your interview kit or send the link so every interviewer works from the same set.

Example output

Senior Backend Engineer Interview Questions

Sample interview questions. Yours follow the same layout.

What this interview tests

Whether the candidate can own payment services end to end: designing APIs other teams rely on, shipping safe schema changes on busy tables, handling on-call and helping two mid-level engineers grow.

Warm-up

  • Tell me about the backend system you know best and who depended on it.

Interview questions

  1. 1

    Tell me about an API you designed that other teams depended on. How did you handle a breaking change?

    API design. Strong answer: Names real consumers, explains the versioning choice and how consumers were told and migrated.

    • Follow-up: What broke for a consumer anyway, and how did you find out?
  2. 2

    Walk me through a schema change you shipped on a high-traffic PostgreSQL table.

    PostgreSQL at scale. Strong answer: Talks about locks, backfills and rollback, and how they watched production during the rollout.

    • Follow-up: What would you do differently on a table ten times the size?
  3. 3

    Tell me about a payment incident you handled on call.

    On-call ownership. Strong answer: Mitigated first, communicated clearly and drove a fix that stopped it happening again.

    • Follow-up: What signal told you something was wrong, and how long did it take to notice?

Scorecard

  • Designs APIs with their consumers in mind

  • Ships risky database changes safely

  • Grows other engineers instead of doing their work

Red flags

  • Describes only what the team did and never their own decisions

Interview questions that test the job, so you can compare candidates fairly

Unstructured interviews feel natural but predict job performance poorly. Each interviewer asks whatever comes to mind, candidates get different questions, and the debrief turns into a debate about who had the best conversation. Structured interviews fix that: the same questions for every candidate, each tied to a requirement of the role, with an agreed idea of what a good answer looks like.

The AI Interview Question Generator builds that structure from a role title, a level and the skills or job description you paste in. Choose behavioral, technical, situational, culture add or a mix. Every question names the requirement it tests and comes with what a strong answer shows, written so two interviewers would score the same answer the same way, plus a follow-up probe to get past a rehearsed story and find the candidate's own part in it. The questions scale with the level: entry-level candidates can draw on school or side projects, while senior and lead roles are asked about scope, trade-offs and influence.

You also get one or two warm-up questions, a short scorecard to rate each candidate against straight after the interview, and red flags to listen for. All of them are job-related.

Who it helps

Hiring managers without a question bank

Get a consistent set of questions for a new role in minutes instead of reusing last year's list for a different job.

Interview panels

Split the generated questions across interviewers so each one covers different requirements and nothing is asked twice.

Recruiters running phone screens

Use the warm-up and two or three core questions to screen for the must-have skills before a candidate meets the team.

First-time interviewers

Learn what a good answer looks like before the interview, and use the probes to move past surface-level answers.

Frequently asked questions

What are good interview questions to ask candidates?

Questions that test a specific requirement of the job and ask for real evidence: a time the candidate did the thing, a realistic scenario from the role, or a problem at the right level. Decide what a strong answer looks like before the interview, and ask every candidate the same core questions.

What is the difference between behavioral and situational questions?

Behavioral questions ask about the past ("Tell me about a time you...") and rely on what the candidate actually did. Situational questions describe a scenario from the role and ask what they would do. Behavioral questions suit experienced candidates; situational ones work well when someone has less directly relevant history.

Which interview questions are illegal or should never be asked?

Questions about protected characteristics or personal life that have nothing to do with the job: age, date of birth, nationality or birthplace, race, religion, gender, sexual orientation, marital status, pregnancy or plans for children, childcare, health or disability. The generator never writes these. If your notes mention one, it is left out and the result tells you why. You can still ask whether a candidate can meet a stated requirement, such as a shift pattern or the legal right to work.

How many questions should I ask in a one-hour interview?

Five to seven core questions with follow-ups is usually enough for an hour, leaving ten minutes for the candidate's own questions. The generator writes six to eight so you can choose.

How do I write up the interview afterwards?

Score the candidate against the scorecard straight away, before the debrief. If you recorded the interview, the AI interview summarizer turns the transcript into a write-up organized by the same kind of criteria. Summarize an interview →

Can Bridge help recruiters with interview notes?

Yes. Bridge records and summarizes interviews so recruiters and hiring managers can focus on the candidate instead of typing notes. Bridge for recruiters →

Meet thoughtfully, meet on Bridge.