Interviewers almost never get feedback on their interviewing. Stop and think about that for a second. The people gatekeeping your hires receive less coaching than your customer service team. This is not an exaggeration.
A common pattern looks like this. A senior PM has been interviewing candidates for four years. He has run 200 interviews. He has never once been told what he is good at or where he is weak. He assumes he is excellent because nobody has said otherwise. The evidence is more complicated.
The reason companies do not give interviewer feedback is not that they do not care. It is that they have no source of truth. The recruiter cannot say "you should have asked about distributed systems" because the recruiter was not in the room. The hiring manager cannot benchmark across interviewers because she only sees her own loop.
AI solves the source of truth problem. The system has been in every interview. It can compare the PM's questioning style against the top performers in the company. It can show him that he scores 0.7 standard deviations above the mean on positive bias for candidates from his alma mater. It can flag that his loops over-index on culture and under-index on technical depth.
This feedback only works if it is private, specific, and actionable. Public feedback creates defensiveness. Vague feedback creates dismissal. Mazle delivers interviewer feedback as a private weekly summary with three observations and one suggested change. Most interviewers actually read it.
The thing every interviewer wants and never gets is to know if they are good. Give them a way to know.
