{"id":10378,"date":"2026-09-10T17:02:00","date_gmt":"2026-09-10T17:02:00","guid":{"rendered":"https:\/\/voicit.com\/?page_id=10378"},"modified":"2026-09-10T18:53:31","modified_gmt":"2026-09-10T18:53:31","slug":"phone-interview-questions","status":"publish","type":"page","link":"https:\/\/voicit.com\/en\/interview-questions\/phone-interview-questions\/","title":{"rendered":"Phone Interview Questions to Ask Candidates"},"content":{"rendered":"<style>\n.ast-article-single .entry-title{max-width:820px;text-wrap:balance}\n.vq{font-family:Manrope,-apple-system,BlinkMacSystemFont,'Segoe UI',sans-serif;color:#161616;max-width:820px;margin:0;font-size:18px;line-height:1.7;counter-reset:vqq}\n.vq h2{font-size:1.5em;line-height:1.25;margin:2.4rem 0 1rem;color:#161616;text-wrap:balance}\n.vq h3{font-size:1.15em;margin:1.5rem 0 .55rem;color:#161616;text-wrap:balance}\n.vq p{margin:0 0 1.05rem}\n.vq a{color:#046bd2}\n.vq .vq-crumb{font-size:.88em;margin:0 0 1.2rem;color:#6E6E6E}\n.vq .vq-crumb 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heredados del tema dentro de las tarjetas *\/\n.vq--hub .vq-card,.vq--hub .vq-card *,\n.vq--hub .vq-pillar,.vq--hub .vq-pillar *,\n.vq--hub .vq-relcard,.vq--hub .vq-relcard *{text-decoration:none !important}\n\/* Con una o dos gu\u00edas en un grupo, la rejilla de 3 dejaba la tarjeta sola pegada a\n   la izquierda. Se centran hasta que el grupo crezca. *\/\n.vq--hub .vq-grid:has(>:last-child:nth-child(-n+2)){grid-template-columns:repeat(auto-fit,minmax(300px,352px));\n  justify-content:center}\n.vq--hub .vq-howcard{background:#F7F7F4;border-radius:14px}\n.vq--hub .vq-cta{margin-top:3rem}\n.vq--hub .vq-author{max-width:780px;margin-left:auto;margin-right:auto}\n@media(max-width:900px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:repeat(2,1fr)}\n  .vq--hub .vq-stat{padding:0 1.2rem}\n}\n@media(max-width:600px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:1fr}\n  .vq--hub .vq-stats{flex-direction:column;gap:.9rem}\n  .vq--hub .vq-stat{border-right:0;padding:0}\n  body.page-id-9573 .ast-article-single .entry-title{font-size:1.9em}\n}\n@media(max-width:600px){.ast-article-single .entry-title{margin-top:1.6rem}\n.vq{padding-bottom:2.6rem;font-size:17px}.vq table{font-size:.88em}\n  .vq .vq-toc ol{columns:1}\n  .vq .vq-author{flex-direction:column;gap:.7rem}}\n<\/style>\n<div class=\"vq\" data-no-translation>\n<p class=\"vq-crumb\"><a href=\"https:\/\/voicit.com\/en\/interview-questions\/\">Interview Questions Library<\/a> &nbsp;\/&nbsp; Phone Interview Questions to Ask Candidates<\/p>\n<div class=\"vq-byline\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=96\" width=\"36\" height=\"36\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><span>Updated: August 2026 \u00b7 By <b>\u00c1lvaro Arrescurrenaga<\/b>&nbsp;\u00b7 CEO of Voicit<\/span><\/div>\n<ul class=\"vq-chips\">\n<li>20 questions<\/li>\n<li>Scoring rubric 1&ndash;5<\/li>\n<li>Updated August 2026<\/li>\n<\/ul>\n<div class=\"vq-answer\"><span class=\"vq-lbl\">Short answer<\/span><\/p>\n<p>A phone screen has one job: decide in 20-30 minutes whether this candidate should take an hour of the hiring manager&#8217;s time. Ask about the must-haves for the role, availability, compensation range and why they are looking, and one or two questions that test the core skill. Everything else belongs in the next round.<\/p>\n<\/div>\n<p>Most phone screens are either a friendly chat that filters nobody or a mini-interview that runs 50 minutes and still misses the basics. The 20 questions below are built for the actual purpose of the call: confirming the must-haves, surfacing deal-breakers early, and collecting just enough evidence to decide who goes to the next round. Each one says what it tells you and what should stop the process there.<\/p>\n<nav class=\"vq-toc\"><span class=\"vq-lbl\">On this page<\/span><\/p>\n<ol>\n<li><a href=\"#sec-1\">Before you call: what a phone screen should and should not do<\/a><\/li>\n<li><a href=\"#sec-2\">Must-haves and logistics<\/a><\/li>\n<li><a href=\"#sec-3\">Motivation and why now<\/a><\/li>\n<li><a href=\"#sec-4\">One core skill (pick the one that matters most for the role)<\/a><\/li>\n<li><a href=\"#sec-5\">Closing the call<\/a><\/li>\n<li><a href=\"#sec-6\">How to decide after the call<\/a><\/li>\n<\/ol>\n<\/nav>\n<h2 id=\"sec-1\">Before you call: what a phone screen should and should not do<\/h2>\n<p>Keep the screen to 20-30 minutes and structure it in four blocks. Ask the same core questions to every candidate for the role, in the same order, and write the answers as you go: you will be comparing ten of these calls, and memory does not survive ten calls.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Block<\/td>\n<td>Minutes<\/td>\n<td>Goal<\/td>\n<\/tr>\n<tr>\n<td>Opening and role summary<\/td>\n<td>3<\/td>\n<td>Confirm they know what the job is; set the agenda<\/td>\n<\/tr>\n<tr>\n<td>Must-haves and logistics<\/td>\n<td>7<\/td>\n<td>Rule out deal-breakers: location, start date, compensation, authorization<\/td>\n<\/tr>\n<tr>\n<td>Motivation and fit<\/td>\n<td>8<\/td>\n<td>Why this role, why now, what they are leaving behind<\/td>\n<\/tr>\n<tr>\n<td>One core skill<\/td>\n<td>7<\/td>\n<td>One behavioral question tied to the most important competency<\/td>\n<\/tr>\n<tr>\n<td>Their questions and next steps<\/td>\n<td>5<\/td>\n<td>Answer honestly; tell them when they will hear from you<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-2\">Must-haves and logistics<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Walk me through your understanding of this role. What do you think the job actually involves day to day?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They read the posting and can describe the core of the work, and they ask about what is unclear.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They have applied to forty jobs this week and this is one of them. Not fatal, but everything after it is less reliable.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>The role is [on-site \/ hybrid, X days \/ remote] in [location]. Does that work for you, realistically?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A clear yes, or an honest constraint you can decide on now.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A vague yes followed by \u00abbut we could discuss that later\u00bb. Discuss it now.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What is your current notice period, and when could you realistically start?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A specific date or range, plus anything already booked (holidays, a course) that affects it.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abImmediately\u00bb from someone currently employed, with no explanation.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What compensation range are you looking for? Our range for this role is [range].<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A number or a range, and a reasonable reaction to yours. Sharing yours first makes the answer honest.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They refuse to give any number, or their floor is above your ceiling and they say it does not matter.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Are you legally authorized to work in [country], and will you need sponsorship now or in the future?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A direct answer. Ask it the same way to everyone.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Anything you cannot act on: if the answer is a problem, say so now rather than in round three.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Are you interviewing elsewhere, and what stage are those processes at?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Honest information you can use to plan the timeline. Candidates with offers pending deserve a faster process or a clear no.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> No red flag here; it is a planning question. Just write the answer down.<\/span><\/div>\n<h2 id=\"sec-3\">Motivation and why now<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Why are you looking to leave your current role, or why did you leave the last one?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A specific, non-defensive reason: growth, a change in the company, a relocation, a manager change.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A long complaint about the current employer, or a reason that this job would not fix either.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What made you apply to this role specifically?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Something about the work, the product or the team that they could only know from looking.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abIt matched my skills\u00bb \u2014 a generic answer that would fit any posting.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What would you need to see in the next couple of conversations to decide this is the right move?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Real criteria: the manager, the team, the scope, the roadmap. It tells you what to show them.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abNothing, I&#8217;m very interested\u00bb \u2014 enthusiasm without criteria usually means they have not thought about it.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Which part of the job description are you least sure about, or least excited by?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> An honest answer. Everyone has one, and hearing it now avoids a surprise resignation at month four.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abI&#8217;m excited about all of it.\u00bb<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What did your last performance review say you should work on?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A real development area, stated plainly, with what they did about it.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They never had a review, or the answer is a disguised strength.<\/span><\/div>\n<h2 id=\"sec-4\">One core skill (pick the one that matters most for the role)<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a piece of work from the last year you are proud of. What was your part in it specifically?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> First-person actions, a result they can describe, and credit given to others where due.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Everything is \u00abwe\u00bb and you cannot tell what they personally did.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a time you had to [core task of the role: close a deal \/ ship a feature \/ handle an escalation \/ run a process] under pressure.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A specific situation that matches the level of the role, with what they did and how it ended.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The example is from a very different level, or it is hypothetical.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What tools or systems did you use daily in your last role, and which ones would you rate yourself strong in?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Concrete names and an honest self-rating, including something they are not strong in.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Every tool on the posting is a strength.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>How do you usually work with [the function this role interacts with most: sales, engineering, customers]?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A description of an actual working relationship, with a friction they solved.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Generic praise for collaboration, no example.<\/span><\/div>\n<h2 id=\"sec-5\">Closing the call<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What questions do you have for me about the role, the team or the process?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> One or two questions about the work or the people. Strong candidates ask about the manager, the team&#8217;s biggest problem, or how success is measured.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> No questions at all, or only questions about time off and perks.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Is there anything about your background that we have not covered and that you think is relevant?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Sometimes the most useful thing on the call: a relevant project, a gap explained, a certification in progress.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> None. It is an open door, not a test.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>If we move forward, the next step is [describe]. Does that timeline work for you?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Confirmation, or a constraint you can plan around.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> None. But do actually tell them when they will hear back, and then do it.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>On a scale of one to ten, how interested are you in this role after our conversation, and what would make it a ten?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> An honest number and a specific gap you can address in the next round.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A ten with no reasons. Or a five with no reasons.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Is there anyone you would prefer we did not contact for references at this stage?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A normal answer (current employer). It signals you will be careful, which candidates remember.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> None.<\/span><\/div>\n<h2 id=\"sec-6\">How to decide after the call<\/h2>\n<p>Score the screen the same way for every candidate, right after hanging up. The decision is binary \u2014 advance or not \u2014 but the notes are what the hiring manager will read, so write the evidence, not the verdict.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Outcome<\/td>\n<td>Criteria<\/td>\n<td>What to write for the hiring manager<\/td>\n<\/tr>\n<tr>\n<td>Advance<\/td>\n<td>All must-haves confirmed, motivation credible, core-skill example at the right level<\/td>\n<td>The example they gave, the salary range, start date, and the one thing to probe next<\/td>\n<\/tr>\n<tr>\n<td>Advance with a flag<\/td>\n<td>Must-haves confirmed, but one open question (level, a gap, compensation at the edge)<\/td>\n<td>The flag, stated as a question for round two<\/td>\n<\/tr>\n<tr>\n<td>Hold<\/td>\n<td>Strong candidate, wrong timing or range<\/td>\n<td>What would need to change, and a date to check back<\/td>\n<\/tr>\n<tr>\n<td>Decline<\/td>\n<td>A must-have missing, or motivation that this role will not satisfy<\/td>\n<td>The specific reason, so the feedback to the candidate is honest<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<div class=\"vq-cta\">\n<p><strong>Stop writing up interviews by hand.<\/strong> Voicit records the interview, transcribes it and fills your scorecard against the competencies you defined &mdash; so you can listen instead of typing.<\/p>\n<p><a href=\"https:\/\/voicit.com\/en\/human-resources\/\">See how it works<\/a><\/div>\n<h2>Frequently asked questions<\/h2>\n<div class=\"vq-faq\">\n<h3>What questions should I ask in a phone screen interview?<\/h3>\n<p>Confirm the must-haves first (location, start date, compensation range, work authorization), then motivation (why leave, why this role, why now), then one behavioral question tied to the most important skill for the role. Twenty to thirty minutes is enough; the deeper questions belong in the next round.<\/p>\n<h3>How long should a phone interview be?<\/h3>\n<p>Twenty to thirty minutes. Longer screens do not produce better decisions; they produce tired recruiters and candidates who feel they have already done the interview. If you need more than 30 minutes, the screen is trying to do the next round&#8217;s job.<\/p>\n<h3>Should I share the salary range on a phone screen?<\/h3>\n<p>Yes, and share it before asking for theirs. It makes their answer honest, it saves everyone a wasted second round, and in a growing number of US states and in the EU you are required to disclose it anyway.<\/p>\n<h3>What are red flags in a phone screen?<\/h3>\n<p>They cannot describe what the job involves; the compensation or location answer is evasive; the reason for leaving is a complaint this job would not fix; every example is \u00abwe\u00bb with no personal contribution; and they have no questions at all about the role or the team.<\/p>\n<h3>Should the recruiter or the hiring manager do the phone screen?<\/h3>\n<p>Usually the recruiter, because the goal is filtering on must-haves and motivation, not assessing depth. The exception is a very senior or very technical role, where a 20-minute call with the hiring manager saves more time than it costs. Either way, record the answers so the next interviewer does not repeat the same questions.<\/p>\n<\/div>\n<h2>Keep reading<\/h2>\n<div class=\"vq-rel-grid\"><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-questions-to-ask-candidates\/\">Interview questions to ask candidates: the complete guide<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/second-interview-questions\/\">Second interview questions<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/record-telephone-interviews\/\">Record and transcribe phone interviews with Voicit<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-scorecard-template\/\">Interview scorecard template (free Excel, Word and PDF)<\/a><\/div>\n<div class=\"vq-author\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=160\" width=\"64\" height=\"64\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><\/p>\n<div>\n<div class=\"vq-author-name\">\u00c1lvaro Arrescurrenaga<\/div>\n<div class=\"vq-author-role\">CEO and co-founder of Voicit<\/div>\n<p>Voicit records interviews and meetings, transcribes them and writes the report against the template each team defines. These question sets come from working with recruitment consultancies and in-house talent teams across Europe.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"What questions should I ask in a phone screen interview?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Confirm the must-haves first (location, start date, compensation range, work authorization), then motivation (why leave, why this role, why now), then one behavioral question tied to the most important skill for the role. Twenty to thirty minutes is enough; the deeper questions belong in the next round.\"}}, {\"@type\": \"Question\", \"name\": \"How long should a phone interview be?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Twenty to thirty minutes. 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Either way, record the answers so the next interviewer does not repeat the same questions.\"}}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Interview Questions Library &nbsp;\/&nbsp; Phone Interview Questions to Ask Candidates Updated: August 2026 \u00b7 By \u00c1lvaro Arrescurrenaga&nbsp;\u00b7 CEO of Voicit 20 questions Scoring rubric 1&ndash;5 Updated August 2026 Short answer A phone screen has one job: decide in 20-30 minutes whether this candidate should take an hour of the hiring manager&#8217;s time. Ask about the [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":9573,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":"","rank_math_title":"20 Phone Interview Questions to Ask Candidates (Screen)","rank_math_description":"20 phone screen questions for recruiters and hiring managers: what each one tells you, the red flags, and how to score a 20-minute call consistently.","rank_math_focus_keyword":"phone interview questions"},"class_list":["post-10378","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10378","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/comments?post=10378"}],"version-history":[{"count":1,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10378\/revisions"}],"predecessor-version":[{"id":10382,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10378\/revisions\/10382"}],"up":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/9573"}],"wp:attachment":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/media?parent=10378"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}