Turn a PM interview into a better next conversation
See what the candidate demonstrated, where the evidence is thin and what your team should ask next. The employer report brings the selected PM interview, saved ratings and written findings together.
Employer hiring guide · Verified company and candidate permissions apply
Start with the assessed question and result
The employer report identifies the selected question, case type and available difficulty context. Its overview shows the saved interview score out of 100 and a recommendation band when present. Read the written assessment alongside that summary. A result for one selected question is evidence from that interview, not a complete measure of every requirement in a PM role.
Inspect the skill profile
The framework profile uses saved layer ratings for the selected question, with depth out of four, evidence and gaps. The radar chart is paired with a readable layer list. A metrics case and a product design case can have different assessment layers; the report does not substitute a generic skill profile for missing saved ratings. Communication and reasoning are separate final-transcript assessments where available.
Follow candidate answers over the interview
The answer-score graph displays separate saved 0–10 candidate-turn ratings. Unscored answers leave gaps. Use the graph and text equivalent to locate an answer worth revisiting, then read its context. Answer-level ratings and transcript skills do not add points to the overall framework score.
Take strengths and gaps into the next round
Demonstrated strengths and next-round probes give the hiring manager a starting point. Ask the candidate to clarify a trade-off, explain their contribution or show how they would validate a proposed metric. Keep reviewer notes and the human decision in the role's workflow. If an assessment is held or voided, its ratings are withheld from decision use rather than shown as a default low score.
Open prior practice deliberately
Where the candidate has an eligible shared profile, the report offers a separate action to view prior PMMockr practice. Shared interview counts, average practice score and case strengths stay labelled as prior evidence. Your employer-issued assessment does not unlock a candidate's entire private history. The public report sample is illustrative and does not contain a real candidate's results.
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.
What the candidate scores mean
Use each measure for the question it answers. Prior practice, an employer-issued interview and session observations describe different evidence. A high score does not guarantee a good hire.
| Measure | How to interpret it |
|---|---|
| Average practice score | A candidate's shared aggregate practice score. Read it alongside the interview count, case strengths and competency evidence; it is separate from the result of your job interview. |
| Global rank and reputation band | Position and band within PMMockr's reputation system, where shared. These describe platform participation and performance, not a ranking of every product manager or proof of fit for your vacancy. |
| Job interview score /100 | The saved framework result for the selected employer interview. It is not a percentage probability of success in the job. |
| Hiring recommendation band | The saved rubric band: No hire, Lean no hire, Lean hire, Hire or Strong hire. It supports the hiring team's review and does not make the hiring decision. |
| Question-specific framework depth /4 | Saved ratings for the selected question's actual assessment layers. Review the evidence and gaps next to each layer; unavailable ratings are not zero. |
| Communication and reasoning /4 | Separate final-transcript assessments of communication and logical/analytical reasoning, when available. These are not additional framework points. |
| Candidate answer scores /10 | Separate answer-level judge ratings shown in answer order. They do not change the saved overall interview score; unscored answers leave gaps. |
| Job-level average | A summary of available screening scores for a role. Review the underlying interviews, assessment status and setup before comparing candidates or interpreting the average. |
| Proctoring observations | Available session observations can be reviewed by authorized employers where enabled. PMMockr does not issue a validated numerical trust score or treat an observation as proof of cheating. |
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.