Anchor screening to recent behaviour
Self-identified interest ("I would use this") is a weak filter. The screener instead asks about a specific, recent, observable action that proves the problem actually occurred.
Free MVP research tool
Problem Interview Screener
Turn a target problem and audience into eligibility screening questions that filter out people who only think they have the problem, so your interview time goes to people who genuinely experience it.
- Calculated instantly from your inputs
- No signup or data submission
- A focused next step for MVP planning
Your entries remain in this browser session and are not sent to MVPHub.
Your inputs
Describe who you need to reach
Enter the problem, audience, and how strict you want screening to be. The tool generates disqualifying and qualifying screener questions and an eligibility scoring rule.
Your calculated result
Your result
0/100
Planning score
Recommended next actions
How it works
Separate disqualifiers from qualifiers
Disqualifying questions remove people outside your audience or without the problem at all; qualifying questions confirm frequency and stakes so you can prioritise the strongest candidates first.
Apply a strictness-adjusted eligibility rule
Your chosen strictness level sets the number of qualifying "yes" answers required to pass, so you can loosen the bar early in recruiting or tighten it once you have plenty of candidates.
Frequently asked questions
Why not just ask "do you have this problem?"
People tend to answer yes to be agreeable or because they can imagine having the problem. A recent, specific behaviour question is much harder to answer positively without it actually being true.
How many people should I screen to find enough interviewees?
Expect roughly half of self-selected respondents to pass a well-designed screener. Plan to screen at least twice as many people as the number of interviews you want to run.
What if almost everyone fails the screener?
That is a signal worth taking seriously — either your problem is less common than assumed, or your audience definition is too broad. Narrow the audience before recruiting further.
Should I tell candidates why they were disqualified?
A short, polite note is good practice and preserves goodwill for future outreach, but you do not need to disclose the specific screening logic.
Can I reuse this screener for a survey instead of interviews?
Yes — the same qualifying and disqualifying questions work as survey-entry logic to route ineligible respondents out before your main questions.
How we compare
| Capability | MVPHub | Google Forms | Calendly |
|---|---|---|---|
| Behaviour-anchored screener questions generated for you | ✓ | × | × |
| Strictness-adjusted eligibility scoring rule | ✓ | × | × |
| Form logic and branching for screening | × | ✓ | — |
| Interview scheduling after screening passes | × | × | ✓ |
MVPHub designs the screening questions and eligibility rule from your inputs. Google Forms is where you would field the generated questions, and Calendly is where qualified candidates would book time once screened.