Screen and recruit the right participants for user interviews, usability tests, and discovery research. Collect role, company size, current tools, pain points, and call availability — so every research session starts with a qualified participant.
A user research recruitment form — a screener — is the filter that decides whether your interviews teach you anything. Its job is not to gather participants; it is to reject the wrong ones. Talk to five people who don't match your target user and you'll walk away with confident conclusions built on noise. The whole point of a screener is to be picky before you invest 30 minutes of a real conversation, so the questions exist to separate a qualified participant from a well-meaning volunteer who happens to have opinions.
A good screener is short and pointed. This template captures the essentials researchers actually filter on: Full Name and Email to reach out, Your Role and Company Size to check the profile against your persona, and a radio question on experience level to confirm the participant has enough history to speak from. The two open-text fields do the real work — 'What's your biggest frustration with your current tool?' (required, with a 20-character minimum so you don't accept 'idk') tells you whether someone has a genuine problem, and 'What would make your ideal version?' surfaces the articulate, engaged respondents worth a call. The checkbox on current tools gives you their baseline before the interview even starts. Finally, 'Would you be open to a 30-min video call?' segments interview candidates from survey-only respondents in a single question.
Deploy it by sharing the form's URL in the communities where your users already are, or embed it inside your product's feedback or help section so requests arrive from people mid-workflow. Every submission lands in your dashboard and triggers an email alert, so you can review the fit and reach out while the person is still warm — the gap between someone filling out a screener and hearing back is where most participants quietly disappear.
All fields are fully customizable — add, remove, or reorder after opening the template.
Anyone can claim to want a feature. The 'biggest frustration with your current tool' field is required and enforces a 20-character minimum precisely so you get a concrete, lived complaint instead of 'nothing much.' Prioritize participants who describe a specific painful moment — those are the people who will give you usable interview material.
Research no-show rates commonly run 20–40%, higher for unpaid sessions. If you need five interviews, invite eight to ten qualified respondents. The 'Would you be open to a 30-min video call?' radio helps: treat 'Yes, happy to help' as your primary list and 'Maybe — reach out first' as your backup bench.
Keep role and company-size options neutral and avoid questions that hint at who you're looking for. If respondents can guess that '11–50' or 'Product Manager' is the golden profile, motivated volunteers will select it to get in. Neutral, non-leading options keep your self-reported data honest.
Don't only accept or reject — balance. If you interview six founders and zero developers, your findings skew. Review the Role and Company Size answers in your dashboard and deliberately spread invitations across segments so no single perspective dominates the study.
If you compensate participants, mention the incentive when you confirm the call, not in the recruitment ad. Leading with a gift card attracts people optimizing for the reward rather than people with the problem, which pollutes your pool. Confirm-stage disclosure keeps completion and attendance high without distorting who applies.
A screener submission has a short half-life of enthusiasm. Formiqa emails you on every submission — use that alert to contact qualified respondents within a day, ideally with two or three concrete time slots so scheduling is one reply, not a negotiation.
All 9 fields included. Customize and publish in minutes.
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