Measure, Analyze, and Improve your Candidate Experience

Deliver first-class experiences, strengthen your employer branding, and drive quality-of-hire with the world’s most advanced feedback solution for Candidate Experience Surveys.

Industry leaders succeeding at Candidate Experience with Starred.

INTEGRATIONS

Automated Candidate Experience Surveys

You won’t need a Dev team to start using our feedback software. In just a few clicks, Starred connects to your ATS and you’ll be ready to benefit from our in-depth integration and automate your candidate experience surveys.

See all integrations

TEMPLATE GALLERY

No limits – fully control what you ask

Pick one of the candidate experience survey templates from our gallery or design your own from scratch. Take full control of which questions to ask your candidates and hiring managers.

CUSTOMIZATION

Stay true to your Brand

Your tone of voice, your look and feel – make sure that your communication is always on-brand.

PERSONALIZATION

An engaging experience from invite to survey

No more impersonal, boring surveys. Requesting feedback is part of your communication strategy and should feel like a personal outreach from you to the candidate. Starred takes personalization tags from your ATS to keep the conversation friendly and engaging.

HIGHEST RESPONSE RATES

More data means better insights

Collecting more data means you can tell a larger story. We get you the highest response rates by making our surveys responsive to any device and engaging from start to finish.

Turn detractors into promoters, and promoters into advocates

DETRACTORS PROMOTERS

We redirect your happy respondents to review portals so they can share their enthusiasm online.

Detractors

Our fire-fighting emails let you immediately reach out to your dissatisfied candidates to put out the fire and even turn them into promoters.

Promoters

We redirect your happy respondents to review portals so they can share their enthusiasm online.

ACTIONABLE DASHBOARDS

Candidate Experience Insights that tell a Story

We translate feedback from thousands of your candidates into a clear story to improve your Candidate Experience.

PRIORITY MATRIX

Action plan for every stakeholder

Our Priority Matrix turns your candidate experience data into actionable next steps. Each recruiter, hiring manager, or other stakeholders will get an automated action plan to start improving.

Filter by Department

Filter by Recruiter

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1.0-

0.8-

0.6-

0.4-

0.2-

0.0-

Improve

Leverage

Monitor

Maintain

5.9

6.2

6.5

6.8

7.1

7.4

7.7

8.0

Priority Ranking

1

Preparation of interview(s)

2

Speed of the process

3

Proficiency recruiter

4

Proficiency interviewer

5

Planning of interview(s)

6

Quick response

7

Easy to apply

8

Amount of communication

9

Useful job advertisement

10

Easy to find job online

1

Preparation of interview(s)

Avarage satisfaction

6.5

NPS correlation

0.66

Prority score

60%

Inspect item

2

Speed of the process

Avarage satisfaction

6.5

NPS correlation

0.50

Prority score

39%

Inspect item

3

Proficiency recruiter

Avarage satisfaction

7.8

NPS correlation

0.73

Prority score

28%

Inspect item

4

Proficiency interviewer

Avarage satisfaction

7.7

NPS correlation

0.69

Prority score

28%

Inspect item

5

Planning of interview(s)

Avarage satisfaction

7.2

NPS correlation

0.50

Prority score

24%

Inspect item

6

Quick response

Avarage satisfaction

6.9

NPS correlation

0.41

Prority score

22%

Inspect item

7

Easy to apply

Avarage satisfaction

6.7

NPS correlation

0.24

Prority score

11%

Inspect item

8

Amount of communication

Avarage satisfaction

7.6

NPS correlation

0.31

Prority score

8%

Inspect item

9

Useful job advertisement

Avarage satisfaction

7.0

NPS correlation

0.14

Prority score

4%

Inspect item

10

Easy to find job online

Avarage satisfaction

8.2

NPS correlation

0.19

Prority score

2%

Inspect item

1.0-

0.8-

0.6-

0.4-

0.2-

0.0-

Improve

Leverage

Monitor

Maintain

5.9

6.2

6.5

6.8

7.1

7.4

7.7

8.0

Priority Ranking

1

Proficiency interviewer

2

Quick response

3

Planning of interview(s)

4

Amount of communication

5

Proficiency recruiter

6

Preparation of interview(s)

7

Speed of the process

8

Easy to apply

9

Useful job advertisement

10

Easy to find job online

1

Proficiency interviewer

Avarage satisfaction

6.5

NPS correlation

0.66

Prority score

60%

Inspect item

2

Quick response

Avarage satisfaction

6.5

NPS correlation

0.50

Prority score

39%

Inspect item

3

Planning of interview(s)

Avarage satisfaction

7.8

NPS correlation

0.73

Prority score

28%

Inspect item

4

Amount of communication

Avarage satisfaction

7.7

NPS correlation

0.69

Prority score

28%

Inspect item

5

Proficiency recruiter

Avarage satisfaction

7.2

NPS correlation

0.50

Prority score

24%

Inspect item

6

Preparation of interview(s)

Avarage satisfaction

6.9

NPS correlation

0.41

Prority score

22%

Inspect item

7

Speed of the process

Avarage satisfaction

6.7

NPS correlation

0.24

Prority score

11%

Inspect item

8

Easy to apply

Avarage satisfaction

7.6

NPS correlation

0.31

Prority score

8%

Inspect item

9

Useful job advertisement

Avarage satisfaction

7.0

NPS correlation

0.14

Prority score

4%

Inspect item

10

Easy to find job online

Avarage satisfaction

8.2

NPS correlation

0.19

Prority score

2%

Inspect item

1.0-

0.8-

0.6-

0.4-

0.2-

0.0-

Improve

Leverage

Monitor

Maintain

5.9

6.2

6.5

6.8

7.1

7.4

7.7

8.0

Priority Ranking

1

Proficiency recruiter

2

Speed of the process

3

Easy to apply

4

Proficiency interviewer

5

Planning of interview(s)

6

Amount of communication

7

Easy to find job online

8

Useful job advertisement

9

Preparation of interview(s)

10

Quick response

1

Proficiency recruiter

Avarage satisfaction

5.6

NPS correlation

0.42

Prority score

46%

Inspect item

2

Speed of the process

Avarage satisfaction

6.5

NPS correlation

0.50

Prority score

40%

Inspect item

3

Easy to apply

Avarage satisfaction

7.3

NPS correlation

0.71

Prority score

40%

Inspect item

4

Proficiency interviewer

Avarage satisfaction

5.9

NPS correlation

0.42

Prority score

32%

Inspect item

5

Planning of interview(s)

Avarage satisfaction

7.5

NPS correlation

0.67

Prority score

22%

Inspect item

6

Amount of communication

Avarage satisfaction

7.3

NPS correlation

0.49

Prority score

14%

Inspect item

7

Easy to find job online

Avarage satisfaction

5.8

NPS correlation

0.16

Prority score

10%

Inspect item

8

Useful job advertisement

Avarage satisfaction

6.5

NPS correlation

0.18

Prority score

8%

Inspect item

9

Preparation of interview(s)

Avarage satisfaction

8.2

NPS correlation

0.36

Prority score

6%

Inspect item

10

Quick response

Avarage satisfaction

7.7

NPS correlation

0.10

Prority score

5%

Inspect item

1.0-

0.8-

0.6-

0.4-

0.2-

0.0-

Improve

Leverage

Monitor

Maintain

5.9

6.2

6.5

6.8

7.1

7.4

7.7

8.0

Priority Ranking

1

Planning of interview(s)

2

Proficiency recruiter

3

Easy to apply

4

Proficiency interviewer

5

Quick response

6

Useful job advertisement

7

Easy to find job online

8

Preparation of interview(s)

9

Amount of communication

10

Speed of the process

1

Planning of interview(s)

Avarage satisfaction

7.1

NPS correlation

0.52

Prority score

28%

Inspect item

2

Proficiency recruiter

Avarage satisfaction

7.6

NPS correlation

0.65

Prority score

28%

Inspect item

3

Easy to apply

Avarage satisfaction

7.6

NPS correlation

0.51

Prority score

20%

Inspect item

4

Proficiency interviewer

Avarage satisfaction

8.1

NPS correlation

0.71

Prority score

20%

Inspect item

5

Quick response

Avarage satisfaction

8.0

NPS correlation

0.64

Prority score

19%

Inspect item

6

Useful job advertisement

Avarage satisfaction

7.4

NPS correlation

0.37

Prority score

13%

Inspect item

7

Easy to find job online

Avarage satisfaction

7.7

NPS correlation

0.24

Prority score

5%

Inspect item

8

Preparation of interview(s)

Avarage satisfaction

8.2

NPS correlation

0.22

Prority score

3%

Inspect item

9

Amount of communication

Avarage satisfaction

7.7

NPS correlation

0.05

Prority score

1%

Inspect item

10

Speed of the process

Avarage satisfaction

8.7

NPS correlation

0.03

Prority score

0%

Inspect item

We help you figure out your next move

Our Priority Matrix turns your candidates’ opinions into data. Our clear insights help you go one step further. See what you should maintain, leverage, monitor, and improve, ranked by priority, and all in the blink of an eye.

Benchmarked data

Compare your business’ performance with the industry standards. Our Candidate Experience Surveys have benchmarked data that allows you to understand what a good Candidate Experience really looks like.

Benchmarked data

Compare your business’ performance with the industry standards.
Our Candidate Experience Surveys have benchmarked data that allows you to understand what a good Candidate Experience really looks like.

World-class Support Team

Our Customer Success team understands Candidate Experience feedback and will help you succeed.

“The support we have had from the Starred team has been good and proactive, from the outset of setting up the system and also on an ongoing basis. The system is easy to navigate and the ability to slice and dice the responses in the way you need them is good.”

Adele King

Performance and Process Improvement Manager –
Talent Experience

“The support we have had from the Starred team has been good and proactive, from the outset of setting up the system and also on an ongoing basis. The system is easy to navigate and the ability to slice and dice the responses in the way you need them is good.”

Adele King

Performance and Process Improvement Manager –
Talent Experience

Why does Candidate Experience matter?

Bad Candidate Experience is expensive!

Unhappy candidates share their experience on- and off-line. This damages your employer branding and means less precious referrals and higher cost-per-hire! Talking about money, check out our cost estimator to quantify your loss.

1. Candidates / Applicants per month

100

20K

500

2. Percentage of rejected candidates per month

0%

100%

98

3. Average customer spend per month

€0

€500

€65

Your total loss in revenue per year (incl. friends)

€0

BOTTOM LINE IMPACT

Number of customers you will lose per year:

0

Your loss in revenue per year (exl. friends):

€0

EMPLOYER BRANDING IMPACT

Your candidates will share their experience with:

0 friends

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Candidate Experience

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