Get 100% Custom Interview Profiles with Simply

You conduct ten different types of conversations per week. A first intake with a junior developer. A salary negotiation with a senior consultant. A reference check with a former manager. A kickoff with a client. And in between, a quick call with a candidate who's on the fence.

Each of these conversations has different focal points. In an intake, you want to know: experience, motivation, availability, salary expectation. In a reference check, it's about reliability, collaboration, and strengths and weaknesses. In a client meeting, you want to uncover company culture and exact requirements.

Yet most AI tools summarize all these conversations the same way. A generic summary that sort of fits everywhere but fits nowhere precisely.

Simply does it differently. With fully customizable conversation profiles, you decide what the AI extracts from each type of conversation.

What is a conversation profile?

A conversation profile is a template that tells Simply how a specific type of conversation should be summarized. It determines which sections the summary contains, which data points get extracted, and where the emphasis lies.

Think of it as a briefing for an assistant. You don't say "summarize this conversation." You say: "Pay special attention to the salary expectation, the availability date, and whether the candidate is open to relocation. Also note any personal details I can use in the follow-up."

That's exactly what a Simply conversation profile does. But automated, consistent, and for every conversation.

Why one-size-fits-all doesn't work

Let's be honest. A generic summary is better than no summary. But the difference between a generic and a tailored summary is like the difference between a standard resume and a resume customized for a specific role. The first shows something exists; the second shows what's relevant.

Here are concrete examples of what goes wrong with generic summaries:

• In an intake, the salary expectation gets captured but the specific certification the client requires doesn't, because the model doesn't know it's relevant.
• In a reference check, the entire conversation gets summarized as if it's an interview, when you really only want the assessment points.
• In a sales call with a client, candidate-related sections are created that stay empty, while commercial details are missing.

With custom conversation profiles, these problems disappear. The AI knows what's relevant because you've specified it.

How profiles work in practice

Step 1: Choose or create a profile

Simply comes with a set of default profiles: Intake, Follow-up, Reference Check, Salary Negotiation, and Client. You can use these directly, customize them, or create entirely new ones.

Step 2: Define your sections

Per profile, you determine which sections the summary contains. Examples:

• Intake profile: First impression, Relevant experience, Technical skills, Salary expectation, Availability, Motivation, Personal details, Red flags
• Reference check profile: Working relationship, Strengths, Development areas, Reliability, Collaboration, Final assessment
• Sales profile: Company context, Current challenges, Desired profile, Budget, Timeline, Decision-making process

Step 3: Configure data extraction

Besides the summary, you also determine which structured data Simply should extract. These are the fields that automatically end up in your CRM through the data extraction module. You can set different extraction fields per profile.

For an intake, you might want: phone number, email, salary expectation, availability, and skills extracted. For a reference check: referee name, role, work period, and an assessment score.

Step 4: Connect to conversations

You can link profiles at different levels:

• Per conversation: manually select a profile before you call
• Per vacancy: all conversations for a specific job automatically use the associated profile
• Per conversation type: default intake profile for all first calls, reference profile for all reference checks

Profiles per client: the real difference

This is where it gets really powerful. Every client has different priorities. A tech startup wants to know if a candidate can build independently and handle ambiguity. A consultancy wants to know if someone is presentable and client-ready. A healthcare institution wants to know if the professional registration is current and if the candidate has worked with specific patient groups.

With Simply, you create a profile per client. When you conduct an intake for client X, you select the "Client X intake" profile, and the summary automatically focuses on what that client considers important. The AI then knows that for client X, willingness to travel matters, while for client Y, the focus is on certifications.

This doesn't just save time. It also increases the quality of your candidate presentations. You deliver exactly the information your client wants to see, in the structure they expect.

Profiles for internal conversations

Conversation profiles aren't just for candidate interviews. You can also use them for:

• Team meetings: who does what, action items, deadlines
• Training and coaching: conversation skills, improvement areas, recommendations
• Client reviews: progress, satisfaction, adjustments

Simply's insights feature can analyze this conversation data and surface patterns. Who asks the best probing questions? Which type of conversation most often leads to placement? At what point in a conversation do candidates disengage?

Under the hood: how profiles guide the AI

Behind the scenes, conversation profiles work as instructions for Simply's AI engine. Each section in your profile gets translated into a prompt that tells the AI what to look for.

Say you define a section called "Certifications" in your profile. The AI then actively looks for moments in the conversation where certifications are mentioned. Not as a keyword search (that would be too simple), but contextually. If a candidate says "I got my PMP last year," the AI recognizes it as a certification and places it in the right section.

And every extracted value is clickable. You can always go back to the source moment in the transcript to verify what was actually said. That's the transparency that makes Simply unique.

Sharing profiles within your team

When you've built a great profile, you want your colleagues to use it too. Simply makes it possible to share profiles at the team level. A senior recruiter creates the profile, and the whole team can use it. This ensures consistent output regardless of who conducts the conversation.

This is particularly valuable for larger agencies where multiple recruiters work on the same client or vacancy. Candidate presentations stay consistent, and the hiring manager always gets the same structure.

Tailoring interview profiles to your clients

Every client has different priorities. A fintech startup wants to know if a candidate has experience with agile development and whether they are comfortable in a rapidly changing environment. An established bank asks about compliance knowledge and risk management instead. With custom interview profiles, you tailor the summary to what each client considers important.

Create a profile per client that captures the core questions that must always be answered. Link the specific data extraction points relevant to that client. When a recruiter conducts an interview for that client, Simply automatically adjusts the summary. The hiring manager receives exactly the information needed to make a decision, without irrelevant details.

This also saves time in client communication. Instead of a generic summary that you still need to adjust before sending, you directly generate a tailored profile. Recruiters no longer need to manually filter which information is relevant for which client. The system does that work based on preconfigured profiles.

Iteratively improving profiles based on feedback

Setting up interview profiles is not a one-time action. The best results come from iteratively improving based on feedback from clients and recruiters. After the first ten conversations with a new profile, evaluate which summary points add the most value and which are redundant. Adjust the profile and measure again.

Simply supports this process by measuring per profile how often each summary point gets used in client communication. A data point that is consistently skipped is a candidate for removal. A question that clients consistently ask on top is a candidate for addition to the profile. This way, each profile evolves with the client's needs.

Organizations that evaluate and adjust their profiles quarterly see a measurable improvement in client satisfaction. The summaries align better with information goals, leading to faster decision-making and fewer feedback loops.