KlaviyoAs Klaviyo scaled its hiring rapidly, the organization faced a critical gap: interviewers had no formal training, leading to inconsistent candidate experiences and interview panels that struggled to conduct structured evaluations. Leadership recognized the need for a scalable solution to standardize interviewer skills across the company, and I took on the challenge of building that solution from the ground up.
I designed and delivered "License to Interview" (L2i), partnering closely with senior leaders to identify the core competencies interviewers needed to master. The biggest challenge was striking the right balance — building a framework rigorous enough to support structured, defensible evaluation, yet simple enough for busy hiring managers to adopt without adding friction to their workload. I distilled this into a focused 90-minute training session that made structured interviewing practical and accessible at scale.
The rollout was met with strong reception: survey results showed only two respondents rated the content 3 out of 5, while every other participant rated it 4 or 5 out of 5, with most also reporting 4 or 5 out of 5 confidence in their interviewing skills afterward. Beyond satisfaction scores, L2i drove measurable business impact — structured feedback scorecards improved noticeably following the launch, and leadership cited the program as a key factor supporting Klaviyo's ability to scale hiring while reducing inconsistent panel decisions. The training became an ongoing reference point for Talent Acquisition, who could point back to L2i concepts during debriefs and with interview panels to reinforce scorecard completion and other structured interviewing behaviors — embedding the program's impact well beyond its initial rollout.
