To make an interview feedback form in Notion, create a Feedback database with a relation to your Candidates database, a 1 to 4 score for each skill you’re hiring for, written evidence fields and a hire recommendation. Then open a form view, share it only with your workspace so the interviewer’s name is recorded, and block access to other responses until the debrief.
The whole setup takes one database and one form.
What a Notion interview feedback form should capture
A Notion interview feedback form should capture who was interviewed, who interviewed them, a score per skill, the evidence behind each score and a final recommendation. Anything else, like general impressions, tends to turn into “seemed like a good culture fit”, which nobody can act on.
The properties I use:
| Property | Type | Why it’s there |
|---|---|---|
| Candidate | Relation to Candidates | Ties every response to one person |
| Interview stage | Select | Phone screen, technical, final |
| Skill scores (one per skill) | Select, options 1 to 4 | Comparable numbers across interviewers |
| Evidence | Text, long answer | What the candidate said or did |
| Concerns | Text, long answer | Red flags with examples |
| Recommendation | Select | Strong yes, yes, no, strong no |
| Respondent | Created automatically | Records the interviewer |
Keep the skill list short. Three or four skills tied to the job description is plenty for one interview.
How to build the form step by step
The form is a form view on the Feedback database, with each property becoming one question. In a workspace with a Candidates database already set up:
- Create a new database called Feedback and add the properties from the table above.
- Add a form view. Notion creates a Respondent property automatically on a new form to capture names. If you add the form to an existing database, create a Created by property instead.
- Put the Candidate relation first. In its
•••menu, set the maximum number of selections to 1, which Notion allows for relation questions. - Mark Candidate, every skill score and Recommendation as Required.
- Turn on Long answer for Evidence and Concerns so interviewers get a full text box.
- Write each skill question as the skill plus its anchor, for example: “Debugging. 1 = could not find the bug, 4 = found it and explained the cause.”
Preview it as an interviewer before you share the link.
Write a scoring rubric before the first interview
A rubric tells every interviewer what each score means, so a 3 from one person matches a 3 from another. US federal hiring guidance says building a rating scale means you decide how many proficiency levels you want, write behavioral examples for each level and decide how each question is scored.
For a “Communicates technical trade-offs” skill, a rubric could read:
- 1: Gives one option and can’t say why.
- 2: Names two options but can’t compare them.
- 3: Compares options with a clear reason for the choice.
- 4: Compares options and names what would change the decision.
You don’t have to invent one. Generic rating scales for structured interviews exist, and you can adapt one to your skills.
My take: use 4 points, not 5. An even scale removes the “3 out of 5, I guess” answer, and in a hiring decision a fence-sitting score is the least useful thing an interviewer can give you.
Keep interviewers from seeing each other’s scores
Independent feedback means each interviewer writes their notes before seeing anyone else’s. Notion’s form settings support this, but only if you set them on purpose.
Three settings do the work:
- Who can fill out: choose “Anyone at your workspace with link”. Guests can only fill it out if they have access to the connected database, so add outside panelists as guests on the database or ask them to send notes separately.
- Anonymous responses: off. Forms shared with anyone on the web are anonymous automatically, which would lose the interviewer’s name.
- Access to submission: No access. The options run from No access to Full access, and No access keeps the submitted entry out of the interviewer’s reach after they hit submit.
Viewing responses needs at least Can view access to the Feedback database. Keep that database restricted to the hiring manager and recruiter, then share it with the panel when the debrief starts.
Turn the scores into a number
A formula property can average the skill scores so the Responses view sorts strongest candidates to the top. Because the score options start with a digit, Notion’s toNumber function can read them:
(toNumber(prop("Debugging")) + toNumber(prop("Communication")) + toNumber(prop("System design"))) / 3Then group the Responses table by Candidate and use the column calculation to see each person’s average across interviewers. For more on the select-to-number trick, see the guide to rating scale questions.
Use the average to open the debrief. It doesn’t make the call. One interviewer’s “1” on a must-have skill can matter more than three 4s on nice-to-haves.
Common mistakes with interview feedback forms
Most broken feedback setups share the same few problems:
- Free-text only. Without scores, the debrief turns into whoever talks most.
- Recommendation first. Put it last, so interviewers rate skills before they decide.
- No candidate link. Typing names into a text field creates “Sam K.” and “Sam Kumar” as two people.
- Filling it in days later. Memory fades fast. Ask for feedback the same day.
How long to keep interview feedback
US federal rules require covered employers to keep all personnel or employment records for one year, and to keep them until a charge or lawsuit is resolved if one is filed. Interview feedback is part of that record, so don’t delete the Feedback database after a hire. Archive it in a restricted page instead. Rules outside the US differ, so check yours.
When the native form isn’t enough
Native Notion forms have one real limit for hiring: conditional logic needs the Business or Enterprise plan, so on Free or Plus every interviewer sees every question, even for skills their stage doesn’t test.
nDBForms is the tool I built for this gap. It supports rating, scale, Notion relation and Notion people questions, adds conditional logic on Pro, and emails you on each new submission. The catch: it’s one more tool in the loop, and the Free plan stops at 3 forms. For a team hiring one role a quarter, the native form above does the job.
If you also collect applications in Notion, the job application form template feeds the Candidates database this form relates to. For setting up the relation question itself, see relation properties on Notion forms, and for the anonymity settings in detail, the anonymous form guide.
FAQ
Can I link interview feedback to a candidate in Notion?
Yes. Add a relation property from the Feedback database to your Candidates database and put it on the form. Notion lets you cap relation questions at one selection, so each response points at exactly one candidate.
How do I record which interviewer submitted feedback?
Share the form only with your workspace and keep anonymous responses off. A new Notion form creates a Respondent property that captures the name. On a form built from an existing database, add a Created by property instead.
Can interviewers see each other’s feedback?
Only if you let them. Viewing responses needs at least Can view access to the database, so keep interviewers’ database access off and set Access to submission to No access until the debrief.
How long should I keep interview feedback?
In the US, federal rules require covered employers to keep employment records for one year, and longer if a discrimination charge is filed. Check your local rules before deleting anything.