Free tool
Interview question generator
Pick the role and the seniority you are hiring for. You get screening questions to send before the call, interview questions that show how the candidate works, a paid work sample, and a scoring guide so every interviewer rates candidates the same way.
2. Your interview kit
Mid-level Executive Assistant
Screening questions (before the interview)
- Who have you supported, and what was their role?
- Which calendar and email tools have you managed for someone else?
- Send a short email you would write to reschedule a meeting with an important client.
- Which part of this role have you owned on your own, without someone checking each step?
- This is a full-time role working set hours each business day. Can you commit to that schedule?
Interview questions
- Walk me through how you would triage 150 unread emails on your first morning.
- Tell me about a time you protected your executive's time from a request that seemed urgent.
- How do you keep track of follow-ups you are waiting on from other people?
- Your executive is double-booked with an investor and a key client. What do you do?
- What do you need from me in the first two weeks to work at full speed?
- Tell me about a time a deadline moved up. How did you reorder your work?
- What is something you improved in your last role without being asked?
- How do you decide when to make a call yourself and when to ask your manager?
Outcome and tool probes
- After 90 days, success looks like this: "The executive's inbox is reviewed daily and nothing urgent waits more than one business day." How would you get there, and what would you need from us?
- After 90 days, success looks like this: "Every recurring meeting has an agenda going in and a written recap coming out." How would you get there, and what would you need from us?
- Which of these have you used every day at work: Google Workspace or Microsoft 365, Slack or Teams, Calendly, Notion, Asana, or ClickUp? Share your screen and show me something you set up or kept up to date.
Paid work sample
Give finalists a paid 30-minute exercise: hand them a messy week of calendar requests and five emails, and ask for a cleaned-up schedule plus draft replies. It shows judgment faster than any interview answer.
Scoring guide (1 to 5 per row)
| What to score | Score 5 when | Score 1 to 2 when |
|---|---|---|
| Role skillsthree or more years supporting a founder, executive, or senior leader | Gives specific, recent examples with names of tools, volumes, and results. | Speaks in general terms or describes what a team did, not what they did. |
| Written and spoken EnglishClear, concise answers and a tidy written screening reply | Short, structured answers; the written reply needs no editing to send. | Rambling answers, or written work you would have to rewrite. |
| Ownership and judgmentKnows what to handle alone and what to escalate | Describes how they flagged a problem early and closed the loop. | Waits for instructions or cannot say when they would ask for help. |
| Toolshands-on use of Google Workspace or Microsoft 365, Slack or Teams, Calendly | Shows real work in the tools on a screen share without hesitation. | Has only watched tutorials or used the tools once. |
| Mid-level fit3 to 5 years in the role | Has owned the work end to end and improved it without being asked. | Needs step-by-step direction on routine work. |
Score each row from 1 to 5 right after the interview, before you compare notes. Move a candidate forward when most rows are 4 or 5 and none is below 3, then confirm with the paid work sample.
How to use the kit
- Screen in writing. Send the screening questions by email. The written replies show English and care before you spend time on a call.
- Interview with the same questions. Ask every finalist the same interview questions in the same order, so answers are easy to compare.
- Score right away. Rate each row of the scoring guide from 1 to 5 before you talk to other interviewers.
- Confirm with a paid work sample. A short, paid task shows the real standard of work faster than any answer.
Next: write the job description, browse job description templates, orbuild the onboarding checklist for your new hire.
Questions
Where do the interview questions come from?
Each role's screening and interview questions come from the matching template in our job description library. The tool adds questions for the seniority you pick, probes on the role's 90-day outcomes and tools, and a scoring guide.
What is the difference between screening and interview questions?
Screening questions go out in writing before any call. They check experience, schedule fit, and written English. Interview questions are for the live call and show how the candidate thinks, prioritizes, and handles problems.
How should I use the scoring guide?
Rate each row from 1 to 5 right after the interview, before you compare notes with anyone else. Move a candidate forward when most rows are 4 or 5 and none is below 3, then confirm with a short paid work sample.
Does the generator store what I pick?
No. The kit is built in your browser. Nothing is sent unless you ask us to email it to you.
Can Rekruuto interview candidates for me?
Yes. We source, interview, and vet full-time candidates based in the Philippines, and only the top 2% reach your shortlist. Most roles are $1,800 a month, software developers and AI Implementation Specialists are from $2,500 a month, and every hire starts with a 1-week trial with a replacement or refund.