Keep the PM role, interview and next step together
Start with the job you need to fill. PMMockr connects your role, candidates, interview setup and assessment review so the team can work toward the next conversation with the same context.
Employer hiring guide · Verified company and candidate permissions apply
Publish a PM role with a clear screening setup
Create the job and decide whether to attach an interview template. A selected template keeps the question and screening setup tied to the role. A job without AI screening can still receive applicants; it should not look as though unassessed candidates failed an interview. Job publication and live-job limits follow your employer access and current plan.
Bring candidates from the right source
Your shortlist may include applicants to a native job, direct invitations, opted-in talent-pool introductions or selected applications from a configured ATS. Keep that source visible. A staff-curated public job that sends candidates to the company's external site does not create a PMMockr assessment by itself. Candidate sharing and introduction acceptance remain separate from applying to a role.
Review screening status and the role average
Jobs and applicant views connect screening invitations and available results to the role. See which assessments are pending, completed, held or voided before comparing scores. The available job-level average summarizes recorded screening results; it does not tell you why an individual candidate should progress. Open the assessment to inspect the selected case, score and findings.
Keep notes and next steps with the application
Review the candidate's evidence, add your team's notes and record the appropriate application stage. The workspace supports the team's process from review and shortlist through interviews, offer and final outcome. Hiring decisions remain explicit human actions. Resolve held evaluations before using their disputed score to justify a hiring or rejection decision.
Choose a PM case, resume interview or both
Match the interview to the role. Choose a PM case and duration, add company context and assessment priorities, and select a case, resume-led or combined format. Reusable templates keep the chosen setup together. Tool expectations and permitted resources can guide the conversation; explaining a workflow is different from completing a hands-on test. Candidate-visible context stays separate from interviewer-only snippets.
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.
Share the report with your recruiting workflow
When your ATS connection is configured, approve sharing an authenticated PMMockr report link with the candidate's ATS record. Authorized employers open the current assessment in PMMockr. The connector does not copy private practice history, raw scores or proctoring claims into ATS notes, and does not automatically advance or reject an applicant. Delivery status and recovery controls help the team distinguish a confirmed delivery from one that needs checking.
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.