Interviews
What happens after an interview?
The conversation ended, you said thank you and left. The only thing happening on the screen across the table at that moment is this: the impression of the interviewer goes on record, and your application stays where it was. This guide describes what comes after that moment through the mechanics of the GoTeam panel itself.
2 separate axes
The status of the interview record (Scheduled, Postponed, Completed, Cancelled) lives apart from the status of the application
4 suggestions
The next step coming out of an evaluation is one of four values: offer stage, second round, negative outcome, human review
The button is human
The button on the suggestion card does not change the status, it opens the applications screen; the transition happens with a user approval
The conversation ending does not mean the application moved. The interview record closes as Completed on its own axis, and the impression of the interviewer (positive, undecided, negative) goes on record. The status of the application changes on a separate screen, with the approval of a person. If the answers are graded, what comes out is one of four suggestions: offer stage, second round, negative outcome, human review.
What changes in the system when the conversation ends
Walking out of an interview, the natural assumption is that the decision was made in the room and all that is left is telling you. That is not how the mechanics work. When an interview is closed, the only thing that goes on record is the impression of the interviewer, and the status of the application stays where it was. The closing dialog says the same in its own words: the evaluation is saved, it does not change the status of the application, and that call is made separately on the applications screen.
There are two similar looking but independent axes here. One is the status of the interview record: Scheduled, Postponed, Completed, Cancelled. The other is the status of the application, standing in the panel as five buttons: Pending, Under Review, Interview, Accepted, Rejected. Completing the conversation closes the first and never touches the second.
What is described here is how GoTeam behaves. If the company you applied to uses another system, the flow there may differ and we have no measurement of it. Even so, seeing the inside of one system makes the silence between the conversation and the answer easier to read.
- Closing an interview does not advance the application. What goes on record is the impression of the interviewer: Positive, Undecided or Negative.
- If the answers are graded, what comes out is a suggestion. The action that changes a status runs on a separate screen, with the approval of a user.
- An acceptance is not an ending, it is the start of the document chain. And nobody sets the Hired status by hand in the panel.
Two separate axes: the interview record and the application status
Several things happen one after another in the system after a conversation, but only one of them changes the status of the application. The rest are records, measurements and suggestions. Somebody who knows the order does not confuse the sentence the evaluation was done with the sentence the decision was made.
The table writes next to each event what happens in the system and what it does to the application status. In the effect column a single row says yes, and everything else stays on its own axis.
| Event | What happens in the system | Effect on the application status |
|---|---|---|
| The interview is closed | The interview record becomes Completed and the impression of the interviewer goes on record. | None. The screen states in its own words that it does not change the status. |
| The answers are graded | Every answer gets one of four calls, and the code produces one answer summary with fixed weights. | None. What comes out is a measurement. |
| The suggested step is shown | One of four values is written: offer stage, second round, negative outcome, human review. | None. The button on the card only opens the applications screen. |
| A button is pressed on the applications screen | The status changes; the audit trail is written with the old value, the new value and the user who made the change. | Yes. This is the only place the change happens. |
| The interview is postponed or cancelled | The status of the interview record itself changes. | None. The two axes do not follow each other. |
Where the impression of the interviewer is written
While closing an interview, the interviewer marks one of three options: Positive, Undecided, Negative. That is not a score, it is a record. The comment in the schema says the same: what is kept here is human judgement and it does not move the application on its own. An application being rejected or accepted by itself off the back of a single conversation is blocked deliberately.
Where the application waits after the conversation
When the conversation ends your application is most likely still sitting in the Interview box, because the action that would take it out has not been performed yet. There is no ready email for the candidate while it waits in that box either: a status email template is defined for three statuses only (Under Review, Accepted, Rejected), and on the rest the system finds no template and the sending step never runs.
There is no portal on the candidate side showing an application status either. The surfaces opened through a link are these: objecting to an interview date, uploading documents, returned documents, updating details and the onboarding form. The silence after a conversation usually corresponds not to a decision but to an action not yet taken.
What comes out when the answers are graded
When interview answers are graded, no single number appears on the screen. Three readings sit side by side: the CV evidence score, the required criterion gate and the interview answers. Keeping the three apart is a deliberate decision; averaging them would hide which side is carrying the call.
The answer side has a scale of its own. Every answer gets one of four calls: strong, adequate, weak, unanswered. The weights are fixed in code and the arithmetic is done in code. The resulting summary has two thresholds: 75 and above strong, 50 and above a second round. These are not the decision bands of the position, they are the thresholds of the answer scale itself.
What is shown is a suggestion, and every suggestion closes with the same sentence. Nobody types that sentence by hand, it comes from the code: this is a suggestion, and the application status changes only with your approval.
- An unanswered question does not leave the calculation, it counts as zero. Staying silent does not lift the summary.
- Every question and answer in a round is graded in a single request. That run spends one AI grading credit of the company.
- Running the grading is not compulsory. Not every application with an interview record has such a summary.
The CV score and the answer score are never added
The two scores sit side by side and do not collapse into one number. They measure different evidence: one what the document says, the other what was said in the conversation. Stacking one on the other would make both meaningless.
The consequence: even when the answers are strong, if the CV evidence score was not computed or stayed weak, the system does not suggest an offer directly, it suggests a second round. A suggestion never climbs until both kinds of evidence point the same way. A conversation that went well does not compensate for a weak CV by addition.
When a required criterion is closed, the suggestion stops
If a criterion marked required is not met, the system suggests neither an offer nor a rejection, and the suggestion turns into human review. If the criterion could not be verified from the CV, the outcome is the same. The reasoning sentence states that the candidate is not counted as eliminated and should be assessed separately. A closed gate produces no automatic rejection, it changes which side carries the call.
The button on the suggestion does not change the status
Even when the suggestion card reads offer stage, the application stays where it is. The button on the card performs no transition, it opens the applications screen; the status change happens there, with its own approval. The transition completes in a single database transaction, and the audit trail is written with the old value, the new value and the user together.
AI changes the status of no application on its own. It produces suggestions and lists the evidence items; the call to advance or reject is made by the person on the hiring side.
The chain that opens after an acceptance
Accepted is usually not an ending, it is a beginning. A document request can only be opened for someone whose application is in the Accepted or Hired status; if it is attempted for a candidate still under evaluation, the system turns the request away. That is why being asked for documents is a concrete sign that the status really changed.
When a request is opened, a time limited link reaches you and you upload the requested items there. Every item carries its own status; the five values below are also the basis of the screen the candidate sees. The chain is not open at every company: it sits behind two gates, the plan and a company setting, and when it is closed the documents are requested straight over email.
| Item status | What it means |
|---|---|
| Pending | The item is being asked of you and no file has been uploaded yet. |
| Uploaded | You left the file and it is visible on the employer side. |
| Deferred | You pushed the item to a date you chose; when the date arrives it returns to pending. |
| Waived | The employer decided not to ask you for this item, and you do not need to upload it. |
| Rejected | The file you uploaded was not accepted. The file stays on record and you are asked for a new one. |
A document link does not live forever
The upload link is time limited. If the period has expired or the request was cancelled, the link dies and the page does not open. After a request is submitted or completed, the link keeps living but shows a read only summary: you can see what you uploaded and you cannot leave a new file.
Not leaving the work to the last day once the link reaches you is a shorter route than renewing a dead link. If the link has died, the only thing to do is tell the company and have a new request opened.
Nobody sets the Hired status by hand in the panel
There is no Hired among the five buttons, and that is not an omission. The move to that status is triggered by the candidate submitting the onboarding details form: in the same database transaction the employee record and the employment period are opened, and the application moves to Hired. The form arriving after an acceptance is not a formality, it is the step that moves the process. As long as the form is not submitted, the application stays in Accepted.
Rolling back from an acceptance is not a free click
While moving back from Accepted or Hired, if an open document or detail request is tied to that application, the transition stops. The system raises a warning counting how many requests are open, and asks for a written reason if it is to continue. What counts as open is defined: on the document side, pending and submitted requests; on the details side, pending and viewed requests.
The reason that is written is saved to a separate audit field, so why the rollback happened stays readable later. On the candidate side that maps to this: going back after an acceptance is not impossible, but it cannot be done quietly.
Frequently asked questions
No. Closing sets the interview record to Completed and records the impression of the interviewer (Positive, Undecided, Negative). The screen says it plainly in its own words: the evaluation is saved and it does not change the status of the application. When the conversation ends, your application is most likely still sitting in the Interview box.
The product promises no such period. The time between stages is not a ready metric; the timestamp sits in the audit trail but no average appears on any screen. A sentence such as you will hear back within so many days has no counterpart in the code or in any measurement. The pace is set by the workflow of the employer.
That suggestion is shown to the person grading, not to you, and it is not a decision. A second round suggestion can come from two different places: the answer summary landing in the middle band, or the answers being strong while the CV evidence score was not computed or stayed weak. The second does not mean the conversation went badly, it means the two kinds of evidence are not pointing the same way.
No. If the required criterion gate is closed, or the criterion could not be verified from the CV, the system suggests neither an offer nor a rejection; the suggestion turns into human review. The reasoning sentence states that the candidate is not counted as eliminated and should be assessed separately. The call is still made by the person on the hiring side.
Usually a document request. A document request can only be opened for someone whose application is in the Accepted or Hired status, so being asked for documents shows the status really did change. A time limited link reaches you and you upload the requested items there; you can defer an item to a date you choose, and the employer can waive one.
It can, but not unconditionally. When moving back from Accepted or Hired, if there is an open document or detail request tied to that application, the system raises a warning stating how many requests are open and the transition stops. Continuing requires a written reason, and the reason is saved to a separate audit field.
