Anonymized sample
What your feedback looks like
This is a real example of the report Piper produces after a recruiter-screen mock — anonymized, with the candidate's details removed. It's blunt on purpose. The week before a real interview you don't need a cheerleader; you need to know exactly what's costing you the offer, while there's still time to fix it.
Recruiter screen · feedback
28 minA solid, hireable-sounding screen with one clear, fixable habit holding it back: you tell good stories but rarely land the result. A recruiter came away knowing what you did, not what changed because of it. Fix the quantification and this is a strong call.
You spoke for roughly three-quarters of the call.
"um", "like", "you know" — ~1.3 per minute.
On the fast side under pressure.
Several answers ran long without a clear landing.
Clear arc, good momentum. You front-loaded the most relevant role, which is exactly right for a recruiter screen.
You described the project well but never quantified the outcome. The result ("it went well, the team was happy") is the weakest 10 seconds of the call.
The honest answer drifted into venting about your last manager. Recruiters read that as risk. Keep it forward-looking.
- You bury the answer. Three times you opened with two sentences of context before the actual point. Lead with the headline, then support it.
- You never quantify impact. "Improved performance," "grew the team," "shipped faster" — every one of these wants a number attached.
- STAR adherence is partial. You consistently give Situation and Task, but compress Action and skip Result. The Result is what a screener writes down.
You said
“I led the migration and it went really well — the team was a lot happier afterward.”
Stronger
“I led the migration. We cut deploy time from 40 minutes to under 5, which let the team ship daily instead of weekly.”
Get your own report
Practice a real spoken interview and get feedback like this on your answers — then run it again until it's automatic.