How to open and close an interview as the interviewer: word-for-word scripts

To open an interview, welcome and thank the candidate, introduce yourself and anyone else present, describe the role in a sentence or two, explain the format and how long it will take, say you will be taking notes (and ask for consent if you are recording or transcribing), and ask whether they have questions before you start. To close it, ask if there is anything else they would like you to know, answer their questions honestly, tell them exactly what happens next and by when, thank them, and end without signaling the outcome. These steps follow the U.S. Office of Personnel Management's structured interview guide.

Below are word-for-word scripts for phone screens, hiring manager interviews, panels and final rounds, the consent lines for notes and recording, and the phrases to avoid at the end. For the questions in the middle, see the first-time hiring manager's interview guide.

What should the first five minutes of an interview cover?

OPM's Structured Interviews: A Practical Guide (September 2008) lists what to do when a candidate arrives:

1. Welcome the candidate in a warm and friendly manner.
2. Thank them for their interest and for coming.
3. Briefly describe the job and the organization so they can get comfortable.
4. Explain the interview process in a standardized way, the same for every candidate.
5. Tell them notes will be taken throughout.
6. Ask whether they have any questions before you begin.

For a panel, the guide adds that the coordinator introduces each panel member. Two additions for 2026: if anything is recording or transcribing, ask for consent before it starts, and if the interview is on video, check the connection before the clock starts. The opening also matters for your own judgment. OPM lists relying on first impressions as the first common interviewing mistake, and our page on common interviewer mistakes covers the research on how opening small talk colors later ratings. Keep it warm, keep it short, and do not score it.

How do you open a phone screen?

"Hi [name], this is [your name] from [company]. Thanks for making
time today. Is now still a good time?

I'm the recruiter for the [role] position on the [team] team. We've
got about 20 minutes. I'll tell you a little about the role, ask you
some questions about your background and what you're looking for,
and leave a few minutes at the end for your questions.

I'll be taking notes as we go so I can share an accurate summary
with the hiring manager. [If transcribing: see consent line below.]

Any questions before we start?"

The phone screen opening is the shortest because the screen itself is short; see what is a phone screen for what to cover after it.

How do you open a hiring manager interview?

"Hi [name], thanks for coming in [or: for joining]. I'm [your name],
and I lead the [team]. The person in this role would be working with
me on [one sentence about the job].

Here's the plan for the next [45] minutes. I'll ask about [four]
areas that matter most in this role, mostly about things you've done
before, and a couple of scenarios. I may ask follow-up questions to
get the detail; that's normal, not a sign anything is wrong. We'll
keep the last [10] minutes for your questions, and I'll tell you
what happens next before we finish.

I'll take notes while you talk, so if I'm looking down, I'm still
listening. Anything you'd like to ask before we begin?"

The line about follow-up questions is worth keeping. Structured interviews probe every answer, and candidates who do not expect it can read probing as doubt.

How do you open a panel interview?

"Welcome, [name], and thank you for your time. I'm [coordinator] and
I'll keep us on schedule. With me are [name], who [role], and [name],
who [role]. Each of us will ask about different areas, so you won't
be asked the same thing twice.

We have [60] minutes: about [45] for our questions and [15] for
yours. We'll all be taking notes, which helps us compare fairly
afterwards. Do you have any questions before we start?"

Splitting areas between panelists is what makes the "you won't be asked twice" promise true; panel interview tips for interviewers covers the plan.

What should you say about notes, recording and AI transcription?

Saying you will take notes costs nothing and explains why you are looking down. Recording or transcribing needs more: in some states every party to a conversation must consent (Florida's statute, for example, permits interception when all of the parties have given prior consent, section 934.03(2)(d)), and you often do not know where the candidate is sitting. Use one script everywhere:

"I'd like to [record / use a transcription tool for] this interview
so I can focus on what you're saying instead of typing. It's only
used for [our hiring notes] and kept [for X]. Is that okay with you?

[If yes:] Thank you. [Start capture, then:] Just to confirm on the
record, you're okay with this being [recorded / transcribed]?

[If no:] No problem at all. I'll take notes by hand."

If the candidate declines, turn the tool off and do not let it affect your assessment. Our interview recording consent script has short, standard and strict versions, and is it legal to record a job interview covers the state rules; neither is legal advice. Interview Signal, which we make, has a consent line you can read aloud and a one-click pause if the candidate changes their mind mid-interview.

How do you move from small talk to the questions?

Mark the transition out loud, so both of you know the structured part has started:

"Great. Let's get into it. First, I'd like to hear about [area 1]."

Anything said before that line, about the weather, the commute or a shared hometown, is rapport, not evidence. If small talk drifts toward family, age, religion, health or origin, steer back to the job; the same topics that are off-limits as questions are off-limits as chat. See illegal interview questions.

How should you close an interview?

OPM's guide says to end by asking "Is there anything else you would like us to know?", giving the candidate the chance to ask questions, and then thanking and excusing them. Add the next step and a date. A complete close has five parts:

1. The last word on evidence: "Is there anything we haven't covered that you'd like us to know?"
2. Their questions, answered honestly, including what is hard about the role. OPM's realistic job preview page says consistent communication of both the desirable and undesirable aspects of a job to all candidates can reduce turnover. Answering candidate questions in interviews covers the tricky ones.
3. Next steps and a date: who will contact them, how, and by when.
4. Practicalities: expenses, documents, or anything they promised to send.
5. Thanks, with no verdict.

What are the closing scripts for each type of interview?

Phone screen:

"That's everything from me. Is there anything else you'd like me to
know, or anything you'd like to ask about the role? ...
Here's what happens next: I'll share my notes with [hiring manager]
by [day], and you'll hear from me either way by [date]. If anything
changes on your side, such as another offer, please tell me.
Thanks again, [name]."

Hiring manager interview:

"We've covered what I wanted to cover. Before your questions, is there
anything you'd like me to know that we haven't talked about? ...
[Questions.]
Next steps: I'm meeting other candidates this week, and [recruiter]
will be in touch with you by [date] either way. Thank you, I enjoyed
hearing about [specific thing they discussed]."

Panel:

"Thank you. We have about [15] minutes for your questions, and any of
us can answer. ... [Questions.]
After today, each of us writes up our notes separately, and
[recruiter] will contact you by [date] with the outcome."

Final round:

"You've now met everyone involved in the decision. What else would you
need to know to decide whether you'd accept an offer? ...
We'll make our decision by [date], and [recruiter] will call you that
day either way. If you have questions in the meantime, [recruiter] is
the best person to reach."

The final-round close asks what the candidate needs to decide, because by then they are evaluating you too; see how to run a final round interview.

What should you avoid saying at the end of an interview?

Say the same closing to every candidate. A warmer goodbye for the one you liked is a signal, and the others notice the difference.

How much time should the opening and closing take?

An example split, to adjust for your own process:

If the questions run long, cut a lower-priority question rather than the candidate's time. Running over is your problem to manage, not theirs; how long should an interview be covers the overall length.