Despite having a growing library of “master” and “company-specific” templates, stakeholders consistently avoided reusing them. Templates were perceived as generic, outdated, or misaligned with current role demands. They often started fresh or heavily modified existing ones, defeating the purpose of reuse.

Clients expected custom-crafted, high-difficulty questions that reflected their domain and hiring bar. Repetition, generic prompts, and low-complexity questions diminished trust and led to dissatisfaction.

There was no clear tagging, hierarchy, or smart recommendation system. Admins and interviewers struggled to find suitable question sets and often fell back on manual curation.

The system lacked intelligent assistance to help teams craft high-quality, unique questions or guide difficulty levels, resulting in time-consuming manual effort and quality inconsistencies.