Jen Interview Feedback Report
Equitas
Experience powered by

Interview feedback · Head of Talent Acquisition

Jen, here’s how your interview with Equitas landed.

Thank you for the time you gave to your conversation with Michael. You covered your path into recruitment, what drew you to Equitas, why inclusion matters to you and the project you have led from scratch. Below is a closer look at what stood out and how the conversation unfolded.

Interviewed by MichaelRecorded and summarised with Screenloop

What stood out

  • Experience

    Thirteen years, one thread

    Even at strategy level, you said you start from what makes one piece of recruitment go well and how to scale it.

  • Data

    More than a tracker

    You explained that a tracker shows the bare minimum, while funnel data can show diversity at different stages and the commercial impact of a hire.

  • Inclusion

    Making the data safe to share

    You consulted employee networks in a focus group on the messaging for a survey, and around 20% of the gaps in records were filled in.

  • Impact

    Results you could count

    You said the project began in January, you joined in May, and 236 graduates were placed through the project.

How you showed up

The areas we covered, what you said, and what you did well.

Qualifications and experience

Relevant education and certifications

Your score 5/5

You said you studied maths, went on to a master's, and have been in recruitment or TA since.

What you did well

You connected your maths brain to being inquisitive and questioning why things are done.

Technical skills proficiency

Your score 5/5

At TalkTalk you got sandbox access to Workday. You said you fixed 90% of the problems and built Power BI dashboards.

What you did well

You spent time with a Workday consultant working out why so much was being done manually.

Alignment with job requirements

Your score 5/5

You said Interview as a Service sounded right up your street, because at BPP you have been setting up an outsourced recruitment service from scratch, covering systems, BD and cross-selling.

What you did well

You asked about business development, then said you do a lot of it and enjoy it.

Confidence and professionalism

Your score 5/5

At TalkTalk you were asked to present your dashboards to the exec board. At BPP you gave the CEO a monthly update on your project, noting he questioned you on everything.

What you did well

You said you were very aware of representing the business when speaking to clients.

Communication skills

Verbal communication

Your score 5/5

You told Michael your background in order, from agency recruitment for the NHS to The Hut Group, TalkTalk, a law firm and BPP.

What you did well

You described yourself as a data storyteller, translating impact into something your accountant-led company understands.

Written communication

Your score 5/5

You said you reported back on the impact of the mandatory inclusive recruitment training you rolled out, noting 360 people had been out for a day.

What you did well

Your rollout included feedback forms that captured qualitative and quantitative feedback.

Engagement and active listening

Your score 4/5

You said you learned to listen on your own project, because many stakeholders had expertise different from yours.

What you did well

You asked Michael the same question he had asked you.

Clarity and coherence of answers

Your score 4/5

Asked about your first 90 days, you began with the first 30, which you described as being a sponge, listening and learning, before moving on to client problems and solutions.

What you did well

You flagged that you were making assumptions about the role from the job description.

Problem solving

Analytical thinking and logical reasoning

Your score 5/5

For that training you tracked who attended, attrition in their teams over the next six months, mishires and time to hire.

What you did well

You pointed to better conversion rates in most teams, which you linked to assessment criteria being set before roles were advertised.

Creativity and innovation

Your score 5/5

Your team noticed high attrition among the young people hired into a student support team, and you proposed a 9-to-3 contract to bring in a different demographic.

What you did well

You said that idea came from the data, not from you saying it was a good idea.

Ability to handle challenges and find effective solutions

Your score 4/5

You set up Talent Engine from nothing and ran all its work streams, from systems development to working with the university's careers department and talking to clients.

What you did well

You built a good relationship with your exec sponsor, who was not involved in the project day to day.

Cultural add

Alignment with company values and culture

Your score 5/5

You said you want recruitment to be fair and fun for everyone, recruiters included, and that you are specific about the value and impact a company makes.

What you did well

You said the first thing you asked in an interview was what the company does to promote EDI and how it tracks it.

Ability to work well with the team

Your score 5/5

Before that rollout, you invited the exec team to a co-creation session over lunch to ask for their feedback and expertise. You said they then encouraged their teams to attend.

What you did well

You said that getting buy-in from the start brings diversity of thought and less resistance.

Adaptability and openness to new ideas

Your score 4/5

You said you really like adapting, and that moving from much larger companies would be a culture change you would be suited to.

What you did well

You described your first 18 months at BPP, with one recruiter and 300 roles, as fun if you like transformation and change.

How the conversation flowed

1. Welcome and format

Michael explained the format: a bit about your background, three structured questions, then your questions for him. He checked you were happy for the note-taker to capture audio, and you said that was fine.

2. Your background

The first question was about your background. You talked through your route in and the moves that followed.

3. Equitas and what drew you

The conversation moved to what you knew about Equitas and what attracted you. You named its three main pillars.

4. Challenges, your plan and your research

You were asked about the biggest challenge and what you would want to achieve early on, and then where you researched Equitas: LinkedIn profiles, the awards and the website.

5. Why inclusion matters

You described two projects at BPP, one on data and one on recruitment.

6. Stakeholders and measuring impact

On internal challenges, you began with working out who your stakeholders are. On impact, you covered how you measured the results of the rollout.

7. Taking ownership

You were asked which project you were proudest to deliver end to end, and chose Talent Engine, and talked about what you learned and how it is going.

8. Your questions

You said you smiled when Michael called himself a yes man, and asked whether the services side is part of the company plan.

9. Wrapping up

Michael thanked you for jumping on and said he would be in touch. You thanked each other and ended the call.

How you showed up

We covered fourteen different areas across four different categories. Tap a category or any dot on the ring, or use the arrows, to see what you said as well as what you did well. Choosing an area also highlights where it came up in the conversation below.

    Map of the attributes

    Filter by theme

    Clicking on any of the theme tags below will highlight that specific theme throughout the entire page.

    How the conversation flowed

    The interview in the order it happened. Open a stage to see what we covered and jump to the attributes it fed.

    Areas covered

    Choose an area to see which stages fed it. Open a stage to see the areas it fed.

      Summary and next steps

      ✓ Moving to the next stage

      Your overall score4.7 / 5

      What happens next

      1. Michael said you would hear back from him on the second Friday after your call.
      2. The final stage is 45 to 60 minutes with one of the board members, with more focus on the recruitment elements and the practicalities.
      3. It follows a similar format of introductions, background and a few structured questions, ending with a close.
      4. If anything occurs to you after the call, or if it turns out not to be a fit, Michael encouraged you to let him know.