Q01
Message
All templates
Job Application & Candidate Experience Survey
Captures how candidates actually experienced your hiring process, from finding the posting through interviews, communication, and outcome. An AI follow-up interview digs into the single moment that most shaped their impression of your company, surfacing friction that closed-ended ratings miss. Built for talent acquisition and HR teams benchmarking or improving their pipeline.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
12 questions · ~7 min
Q02
Multiple ChoiceRequired
How did you first find out about this position?
- Company website/careers page
- Job board (Indeed, Glassdoor, etc.)
- Employee referral
- Recruiter outreach
- Social media
- Other
Q03
Multiple ChoiceRequired
How far did you get in the application process?
- Submitted application, no response yet
- Had a phone/recruiter screen
- Completed one or more interviews
- Received an offer
- Accepted an offer / was hired
- Was rejected
- Withdrew my application
Q04
Rating ScaleRequired
How easy was it to complete the application itself (form, uploads, questions)?
Range: 1 – 5
Min:Very difficultMax:Very easy
Q05
Opinion ScaleRequired
Before applying, how clear was the job posting about the actual role, responsibilities, and requirements?
Scale: 1 – 7
Min:Not clear at allMax:Extremely clear
Q06
Matrix
Rate your experience at each stage of the process (skip any stage you didn't reach).
5 rows × 5 columns
- Online application form
- Recruiter communication
- Interview scheduling
- The interviews themselves
- Feedback/communication after interviews
Columns: Poor · Below average · Average · Good · Excellent
Q07
Best–Worst Trade-off (MaxDiff)
When you think about what mattered most in how you felt about this process (or an offer decision), pick the most and least influential factor each round.
- Salary and compensation
- Speed of the process
- Communication and transparency
- Interviewer professionalism
- Clarity of role expectations
- Company culture impression
- Flexibility/remote work options
Pick best & worst per setBest:Most influentialWorst:Least influential
Q08
Opinion ScaleRequired
How likely are you to recommend a friend apply to this company, based on your experience so far?
Scale: 0 – 10
Min:Not at all likelyMax:Extremely likely
Q09
AI Interview
Identify the single moment in this candidate's process that most shaped their overall impression, positive or negative — this could be a specific interview, a communication gap, a delay, or an interaction with a recruiter. Probe for concrete detail: what happened, when, and how it made them feel. If they rated communication or interview stages poorly above, anchor on that stage specifically and ask what would have changed their experience. If everything went smoothly, ask what almost went wrong or what they were bracing for.
Q10
Long Text
Is there anything else about your application experience you'd want our hiring team to know?
Q11
Multiple Choice
What level was the role you applied for?
- Entry-level / early career
- Mid-level (individual contributor)
- Senior individual contributor
- Manager / people leader
- Director and above
- Prefer not to say
Q12
Message
That's everything — thank you for the honest feedback! Your responses are shared with our talent acquisition team to fix friction points in how we hire, whether or not you join us.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Goes beyond collecting applications to measure how candidates felt at each stage — sourcing, application ease, posting clarity, and a full stage-by-stage matrix rating
- An AI follow-up interview automatically digs into the single moment that most shaped each candidate's impression, surfacing friction that closed-ended ratings alone would miss
- Includes a max-diff exercise to see what actually mattered most to candidates, plus a recommend-likelihood question to quantify employer brand impact
- Wraps in a conversational chat format with an open-ended long-text field so candidates can add anything the structured questions didn't capture, then auto-generates a report from the responses
Jotform
Candidate Application Form TemplateThis is a static application-intake form for collecting candidate submissions (resume, contact info, work history), not a survey for measuring how candidates experienced the hiring process. It's a ready-to-field template, but it serves a different purpose than a post-application experience survey. Useful for TA teams needing structured application data, not sentiment or friction insights.
What it does well
- Established, widely-used form builder with file upload support
- Likely integrates with common HR/ATS tools
- Free tier available for basic use
Where it falls short
- No adaptive follow-up interviewing — fixed fields only, can't probe deeper on a candidate's answer
- Not designed to capture candidate sentiment or experience across hiring stages
- No automated per-response quality scoring or auto-generated experience reports
Typeform
Candidate Application Form TemplateTypeform's version is also an application-collection form (conversational one-question-at-a-time style) rather than a candidate experience survey. It's fielding-ready and likely completes well due to Typeform's UX, but it's built to intake applicants, not to benchmark or diagnose hiring-process friction after the fact.
What it does well
- Polished conversational UI known for higher completion rates
- Simple to brand and deploy quickly
- Established platform with broad template library
Where it falls short
- No adaptive AI follow-up questioning tied to what a candidate actually says
- No stage-by-stage experience matrix or prioritization exercise (e.g., max-diff) built for candidate feedback
- No voice AI interview option or automated report generation on experience data
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.