Give your PM shortlist a role-specific first round
Choose the product work you need to assess, give candidates a clear brief and review how they reason through it. PMMockr supports case, resume-led and combined interviews for employer screening.
Employer hiring guide · Verified company and candidate permissions apply
Choose the interview format
Use a case when you want to explore a candidate's approach to a product decision. Use a resume-led conversation to investigate experience and personal contribution. Combine the two when both matter to the role. A resume statement is a starting point for follow-ups, not a fact verified simply because an AI repeated it. Standalone resume-to-job ranking is a different capability from a resume interview.
Configure the case around the role
Select a relevant PM question and duration, then add company/role context and a small set of priorities. Product design, metrics, strategy, execution and other available PM case types explore different kinds of work. Choose deliberately rather than assuming one overall result measures every PM skill. Keep the same question and time budget for a shortlist when you want a more consistent review.
Add context without handing over the answer
Configure candidate-visible material separately from interviewer-only reference snippets. Set expectations for tools and allowed resources before the interview. Follow-ups can explore how a candidate would use a tool or choose between alternatives; that conversation does not establish hands-on proficiency. Save a reusable template so your team can issue the intended setup again.
Connect your jobs, applicants and interview setup
Create a PM job, choose a saved screening template and keep applications, screening status and next steps in the role's workspace. For an enabled ATS connection, a company admin can connect Greenhouse, Lever or Ashby, map a job and interview template, select applicants and prepare screening drafts. Review each draft before sending its invitation. You can also invite candidates directly by email or private link.
Make completion and recovery part of the process
Invitations identify the employer and the chosen interview. Depending on enabled workspace capabilities, timing can use a deadline or candidate-booked window, with configured reminders where the delivery service is active. Review the actual availability before promising a particular reminder or recovery window. Recruiters can manage permitted additional attempts and raise a technical, transcription or scoring issue for evaluation review.
Read the score alongside the candidate's work
Open the employer assessment to review the saved overall score, recommendation band and question-specific framework layers. Inspect strengths, gaps and next-round probes, plus separate communication/reasoning ratings and answer-level scores where available. The report can also open candidate-approved prior practice separately. Scores held for review or voided are withheld from decisions; missing evidence is not silently converted into a weak answer.
Candidate permissions stay with the evidence
Talent discovery follows marketplace opt-in, eligibility and field-level sharing. Contact access requires the appropriate accepted introduction and employer access; resumes follow their own visibility policy. Completing your company's interview does not give your team access to all of that person's private practice history. Review only the materials authorized for your organization and keep the candidate's next step clear.
Start with the role you are hiring for
Write down the work this PM will own and the evidence you need before the next conversation. Then explore shared PM profiles or invite your existing shortlist to a relevant interview. Keep the question, duration and requirements consistent when comparing results, and use the next human conversation to investigate gaps and disagreements.
Common questions
Can I screen candidates I already have?
Yes. Use your own shortlist, candidates applying to a PMMockr job, or selected applicants from a configured ATS connection. You can also search the opted-in global PM talent pool.
Are practice averages and job interview scores the same?
No. A practice average summarizes shared prior practice. A job interview score is the saved result of the selected employer assessment. Review the evidence and setup behind each rather than combining them into a single hiring score.
Which ATS connections does PMMockr support?
The connector workflow supports Greenhouse, Lever and Ashby when enabled and configured for the workspace. A company admin maps jobs and interview templates, selects applicants, prepares screening drafts and approves report-link sharing.
Does the AI decide who gets hired?
No. Scores and recommendation bands support human review. The hiring team decides who progresses, using role requirements, interview evidence and its own conversations.
Sources
Use these sources to check the guidance and its context. Employer processes and product details can change; confirm the details relevant to your interview or purchase.
- PMMockr employer overview — Employer workflow and product scope. Availability follows workspace setup, permissions and current release.
- PMMockr employer FAQ — Employer access, screening, candidate sharing and configured integrations.
Plan your next hiring step
See how candidates approach a PM case.
Set up a role, invite candidates and review the evidence before your next conversation.