John Interview Feedback Report
Equitas
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Interview feedback · Head of Talent Acquisition

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

Thank you for the time you gave to your conversation with Michael. You talked about your work in shipping recruitment, bringing structure to interviews, a recent project with senior leaders and how you would settle into the role. Below is a closer look at what stood out and how the conversation unfolded.

Interviewed by MichaelRecorded and summarised with Screenloop

What stood out

  • Fair hiring

    Same questions for everyone

    You said every candidate is asked the same questions, and that you tell them so at the start of each interview.

  • Scale

    Recruiting at volume

    You said you expect to fill around 120 roles by the end of the calendar year in a busy, full-on role.

  • Stakeholders

    A six-week deep dive

    You worked alongside executive stakeholders on a crewing project that looked at the problem from top to bottom.

  • Hands-on

    Staying close to the work

    You said hands-on recruitment is the part of the job you enjoy and would never want to lose.

How you showed up

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

Qualifications and experience

Education and certifications

Your score 3/5

You described your tug recruitment as work in a regulated industry.

What you did well

You named certifications and on-board experience as the two things every seafarer must have.

Technical skills

Your score 3/5

You said the systems you work with are SAP or Workday, and that you use Workday currently.

What you did well

You gave your view on both systems, saying SAP is slightly better than Workday.

Alignment with job requirements

Your score 3/5

You described a path from the prison service, through agency recruitment at GAP Healthcare, to in-house talent acquisition at ABP and then your present job.

What you did well

You described agency and in-house recruitment as totally different, having worked in both.

Confidence and professionalism

Your score 3/5

You said you feel more than ready to step up in your career, and that your past roles have prepared you for it.

What you did well

You invited Michael to be straight with you about any reservations.

Communication

Verbal communication

Your score 3/5

On the recently opened prison, you talked about how new sites and new staff make it hard for everything to work from day one.

What you did well

You added a personal anchor by mentioning your own detached duty at other prisons.

Engagement and active listening

Your score 3/5

You asked how the role could develop over the next year to 18 months, how the four-day week works in practice, and where the company is heading.

What you did well

You checked your understanding of the role, asking whether it begins as a standalone position with no direct reports.

Clarity and coherence of answers

Your score 3/5

On early priorities, you named learning about the product and what the client needs, then suggesting improvements before the 90 days were up.

What you did well

You said you would expect to understand the scope of the role within the first couple of weeks and start developing plans.

Problem solving

Analytical thinking

Your score 3/5

You reasoned that the client, though a third party, would follow the same vetting process you know first-hand.

What you did well

You estimated that of around 20 people offered, half or more could be lost while waiting.

Creativity and innovation

Your score 3/5

You made the case for moving crews from one-week to two-week rotations, saying candidates do not want to travel four hours to London for a single week.

What you did well

You rooted the idea in what candidates themselves had told you, cutting their travel time by half.

Handling challenges

Your score 3/5

You described joining a heavily unionised business where hiring had no set process and grievances were being raised, and arranging for vacancies to reach you first so they could be advertised openly.

What you did well

You said no one has raised a grievance with you in the two years you have been there.

Cultural add

Alignment with company values

Your score 3/5

You said fairness and objectivity were what appealed to you, having seen hiring decisions driven by a warm feeling about a candidate.

What you did well

You described fairness as everyone getting a fair chance, whichever place they come from.

Working well with the team

Your score 3/5

You described the wider project at work that looked at how the current team and department managers saw things.

What you did well

You described the exercise as putting the pieces of a jigsaw together.

Adaptability and openness

Your score 3/5

Looking back on it, you said some of this work is big to deliver and its impacts are wide-ranging.

What you did well

You said the project gave you a chance to say what was going wrong and how to fix it.

How the conversation flowed

1. Warm-up and how the interview would run

You and Michael chatted about coastal towns near Hull, and he then outlined the format: introductions, three structured questions and time for yours.

2. Your background

You introduced the job you do now recruiting for tug operations, then went back through earlier roles at ABP and in agency work.

3. What you know about Equitas

You described Equitas as an interviewing platform built around objectivity, and mentioned its acquisition of Screenloop and a recent award.

4. Challenges in the role

Michael described the project and invited you to name hurdles. You pointed to the sector itself and how long checks can take.

5. Your first three months

Michael wanted to hear your early priorities, and you talked about learning first and suggesting changes after.

6. Inclusion and fair hiring

The topic was why inclusion matters to you and your most impactful project. You described setting a structure for every rank and what it changed for candidates.

7. Accountability and ownership

You picked your most recent project and talked through what it taught you.

8. Your questions for Michael

You used this part to ask about the shape of the role, working patterns and the company's ambitions.

9. Closing conversation

You asked Michael whether he had any reservations, and the call finished with a chat about a newly opened site and your own years working in prisons.

How you showed up

We covered thirteen 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

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    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

      Not moving forward this time

      Your overall score3 / 5
      Needed to progress4.7 / 5

      Thank you, John

      A huge thank you for the time and effort you invested in both your application and interview with us. We are sorry to say that you are not moving forward this time, and we know this is not the news you were hoping for. It was a pleasure to hear about your journey and there were a great many positives.

      What stood out for us
      • Range. You have worked on the agency side and inside organisations.
      • Fairness. Your commitment to fair, objective hiring came through in how you described your own practice.
      • Senior stakeholders. You described working with executives on a project that cut across several teams.

      Thanks again, and we wish you every success

      Interview tips

      Small practical tips drawn from your interview, which may be helpful in other interviews you have in future.Entirely optional. Open to read or skip straight past.
      Alignment with job requirements

      When Michael described the size of the project and its niche roles, one option is to connect it to your own yearly volume in a single sentence, so the match is easy to see.

      Analytical thinking

      After estimating how many people could drop out during vetting, one option is to add one thing you would track to spot it early.