Internal

Interview Panel Briefing

An internal briefing email sent to interview panelists before a candidate's onsite with context, scorecard links, and logistics.

Subject Line Options

Interview briefing: [Candidate_Name] for [Role] — [Interview_Date]

Prep for [Candidate_Name]'s onsite — panel briefing and schedule

[Interview_Date] interview panel: [Candidate_Name] ([Role]) — what you need to know

Download DOCX Use in Talantrix

Email Body

Hi team,

We have [Candidate_Name] coming in for an onsite interview for the [Role] position on [Interview_Date]. Here's everything you need to prepare.

Candidate Snapshot:

- Current role: [Current_Title] at [Current_Company]

- Experience: [Years_Experience] years, primarily in [Tech_Stack_Summary]

- Resume/profile: [Resume_Link]

- Key strengths from screens: [Strength_1], [Strength_2]

- Areas to probe: [Area_to_Probe]

Interview Schedule:

- [Time_Slot_1]: [Interviewer_1] — [Interview_Type_1] (e.g., System Design)

- [Time_Slot_2]: [Interviewer_2] — [Interview_Type_2] (e.g., Coding / Data Structures)

- [Time_Slot_3]: [Interviewer_3] — [Interview_Type_3] (e.g., Behavioral / Culture)

- [Time_Slot_4]: [Interviewer_4] — [Interview_Type_4] (e.g., Hiring Manager Deep Dive)

Scorecard Links:

Please use the standardized scorecard for your session. Submit your feedback within 24 hours of the interview to keep the process moving.

- [Scorecard_Link]

Logistics:

- Format: [In_Person_or_Virtual]

- Location/Link: [Office_Room_or_Video_Link]

- Please join your session 2 minutes early and begin on time

Important Reminders:

- Avoid asking about the candidate's current compensation, visa status, or personal circumstances

- Focus your assessment on the competencies listed in your scorecard

- If you have scheduling conflicts, let me know immediately so I can find a replacement

Thank you for making time to interview. Your input is critical to making a strong hiring decision.

[Recruiter_Name]

[Recruiter_Title]

After sending this email, you typically send:

Assessment

Take-Home Assignment Email

An email delivering a take-home coding or design assignment with clear instructions and deadlines.

Assessment

Post-Interview Thank You

A recruiter-sent thank-you email after the interview to maintain candidate engagement and set expectations.

Related Templates

Internal

Interview Feedback Request

An internal email requesting structured interview feedback from panel members within a set deadline.

Internal

Hiring Manager Intake Kickoff

An internal email to a hiring manager kicking off a new role search with key questions and next steps.

Back to all templates

When to Send

Send 2 business days before the scheduled interview. This gives panelists enough time to review the candidate's profile and prepare their questions without forgetting the details by interview day.

Common Mistakes

Sending the briefing the morning of the interview when panelists have no time to prepare, leading to repetitive or surface-level questions
Not including specific areas to probe, so every interviewer asks the same generic questions and critical signals go unassessed
Forgetting to include scorecard links, which delays feedback collection and makes the debrief less structured

Personalization Advice

Tailor the 'areas to probe' section based on what emerged during phone screens. If the candidate mentioned a career gap or a short stint, give the behavioral interviewer context so they can explore it thoughtfully rather than awkwardly. Include one positive highlight so the panel approaches the interview with a balanced mindset.

Follow-up Cadence

Send a reminder the morning of the interview with just the schedule and video link. After the interview, send a scorecard submission reminder at the 24-hour mark if any panelist hasn't submitted. Schedule the debrief within 48 hours of the onsite.