"Every candidate meeting should be relevant, respectful and value-creating, regardless of the outcome."

For the 2026 CXP Awards, we are pleased to present the award to Amendo Konsult & Rekrytering, one of the foremost consulting and recruitment companies in Sweden.

We had a chat with COO Christina Norin and Head of People & Culture Erika Brännström, to understand how Amendo works with their interviews, and what their best tips are to achieve this level of candidate satisfaction.

Christina Norin, COO at Amendo

Congratulations on winning this award! What is your philosophy around candidate experience in general?

Christina Norin: Our foundational view is that every candidate meeting should be relevant, respectful and value-creating, regardless of the outcome. The candidate experience permeates our entire working method and is a natural part of our business.

With over 25 years of experience, we have developed strong expertise in the field of recruitment. Candidate experience is one of our most important success factors and something we continuously refine as expectations change.

We see every candidate as a potential ambassador and/or customer and therefore place great importance on transparency, clear communication and consistent feedback.

How do you approach candidate interviews?

Erika Brännström: Our interviews are structured and based on a competency-based methodology, which ensures an objective and accurate assessment of the candidate’s experience, abilities and potential. At the same time, they are characterized by a personal and present approach.

The goal is to create a holistic picture of both competence and driving forces. The interview is also an opportunity for the candidate to get a clear and fair picture of the role and context. We strive for an open dialogue where the candidate feels safe to be themselves.

What do candidates seem to appreciate about your interview process?

Christina Norin: Candidates appreciate that we manage to be both personal and professional, and that the process is cohesive, featuring continuous feedback.

What perhaps sets us apart is our combination of business acumen and a genuine focus on the individual. This enables us to create precise matches while simultaneously providing a nuanced picture of both the role and the company culture. Our transparency contributes to a secure and meaningful process.

We also take a forward-looking approach and utilize modern AI tools, such as interview transcription, which allows us to remain fully present during the conversation. This fosters better dialogue, higher-quality assessments, and a more professional experience for the candidate.

Erika Brännström, Head of People & Culture at Amendo

How do you handle more critical or negative candidate interview feedback?

Erika Brännström: We handle even challenging feedback with respect and clarity, focusing on making it constructive and actionable. Whenever possible, we share our reasoning and offer insights that the candidate can take with them. Our goal is for every process to be a valuable learning experience, regardless of the outcome.

What would you tell other companies to focus on if they wanted to improve their interview experience?

Christina Norin: Clear expectations and a well-thought-out structure create a sense of security throughout the process. Interviews need to be thoroughly prepared at every stage.

It is also important to allow the candidate space in the conversation. The interview is primarily for the candidate to share their experiences, motivations and perspectives, while we listen and assess the potential for a match. This means avoiding spending too much time talking about yourself, the company, or things that are not directly relevant to the role.

Focus on what is crucial and avoid unnecessary moments. And something just as important is to provide quick and clear feedback, and to ensure a professional and respectful treatment in every contact.

Focus on what is crucial and avoid unnecessary moments. And something just as important is to provide quick and clear feedback, and to ensure a professional and respectful treatment in every contact.

Lastly, what would you suggest for companies wanting to improve their overall employer brand?

Erika Brännström: A strong employer brand is based on the actual experience. It is crucial that what you communicate reflects reality. By working as closely as possible without prejudice with competency-based methods and at the same time following up on the candidate experience, for example through surveys during the process, you can gain valuable insights from both candidates and employees. These insights create the conditions for developing each touchpoint.

2026 June 29
Interviewee Christina Norin, Erika Brännström, Interviewer Tove Hernlund

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Are you interested in competing in next year's candidate experience and achieving something like Amendo? Explore Trustcruit today!