{"id":10379,"date":"2026-09-10T17:02:01","date_gmt":"2026-09-10T17:02:01","guid":{"rendered":"https:\/\/voicit.com\/?page_id=10379"},"modified":"2026-09-10T18:53:33","modified_gmt":"2026-09-10T18:53:33","slug":"second-interview-questions","status":"publish","type":"page","link":"https:\/\/voicit.com\/en\/interview-questions\/second-interview-questions\/","title":{"rendered":"Second 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; Second 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>18 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 second interview should not repeat the first one with different people. Its job is to resolve the open questions from round one, test the core skills at depth, and let the candidate meet the people they would work with. Read the first-round notes before the call and build the questions from the flags in them.<\/p>\n<\/div>\n<p>The most common second interview is a slightly longer version of the first, with a different interviewer asking the same things. The candidate notices, and you learn nothing new. The 18 questions below are designed for round two: they assume a screen already happened, they go deeper where the first round was thin, and they add the things a screen cannot test \u2014 how the candidate thinks about the actual problems of the job.<\/p>\n<nav class=\"vq-toc\"><span class=\"vq-lbl\">On this page<\/span><\/p>\n<ol>\n<li><a href=\"#sec-1\">Before round two: build the interview from round one&#8217;s notes<\/a><\/li>\n<li><a href=\"#sec-2\">Following up on the first round<\/a><\/li>\n<li><a href=\"#sec-3\">Depth on the core skills<\/a><\/li>\n<li><a href=\"#sec-4\">A real problem from the job<\/a><\/li>\n<li><a href=\"#sec-5\">Working style, team and their decision<\/a><\/li>\n<li><a href=\"#sec-6\">How to score the second round<\/a><\/li>\n<\/ol>\n<\/nav>\n<h2 id=\"sec-1\">Before round two: build the interview from round one&#8217;s notes<\/h2>\n<p>Start from what the first interviewer wrote. Every flag becomes a question; every strong example becomes a follow-up to check depth. Then add the parts a screen cannot cover: a real problem from the job, the team, and the candidate&#8217;s own questions. The table below is the structure we use.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Block<\/td>\n<td>What it is for<\/td>\n<td>Source<\/td>\n<\/tr>\n<tr>\n<td>Follow up on round one<\/td>\n<td>Resolve the flags and verify the strong examples<\/td>\n<td>First-round notes<\/td>\n<\/tr>\n<tr>\n<td>Depth on the core skills<\/td>\n<td>Two or three competencies, two questions each, behavioral<\/td>\n<td>The role&#8217;s scorecard<\/td>\n<\/tr>\n<tr>\n<td>A real problem from the job<\/td>\n<td>How they think about the work they would actually do<\/td>\n<td>The hiring manager<\/td>\n<\/tr>\n<tr>\n<td>Working style and team<\/td>\n<td>How they will fit the way this team operates<\/td>\n<td>Future colleagues<\/td>\n<\/tr>\n<tr>\n<td>Their decision<\/td>\n<td>What they still need to know to say yes<\/td>\n<td>The candidate<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-2\">Following up on the first round<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>In your first conversation you mentioned [the strongest example they gave]. Can you walk me through it again, in more detail \u2014 what did you do first?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> The story holds up under detail: same facts, more specifics, and their own actions are clear.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The story changes, or the detail reveals that the work was mostly someone else&#8217;s.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>One thing we wanted to understand better is [the flag from round one]. Can you tell me more about that?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A direct answer that resolves the question, even if the answer is a limitation.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They deflect, or the answer contradicts what they said in round one.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Since we last spoke, what have you found out about us, and has anything changed your view of the role?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They did some homework and have a sharper question or a concern. Both are good signs.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Nothing has changed and they have not looked. Interest without curiosity.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What did you take away from the first conversation about what this job really needs?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> An accurate reading of the role, including the hard parts, and something they would want to clarify.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A generic description that could have come from the posting alone.<\/span><\/div>\n<h2 id=\"sec-3\">Depth on the core skills<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about the most difficult [task central to this role] you have handled. What made it difficult, and what did you do about it?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A situation at the right level, the specific difficulty named, their own actions, and the outcome.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The difficulty is other people, and the actions are vague.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a time you got that same kind of work wrong. What happened afterwards?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A real mistake, its consequences, and a concrete change to how they do it now.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They have never got it wrong. Nobody who has done real work has never got it wrong.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Walk me through how you would approach [a realistic first-90-days problem in this role]. Not the plan \u2014 the first two weeks.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They ask clarifying questions, start with understanding rather than action, and can say what they would want to know before deciding anything.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A confident plan built entirely on assumptions, with no questions.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Who is the best person you have worked with in [this function], and what did they do that you have copied?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A specific person, a specific practice, and evidence they actually adopted it.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They cannot name anyone, or the practice is generic.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What part of this kind of work do you find tedious, and how do you make sure it still gets done well?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Honesty about what they dislike and a mechanism that keeps quality up anyway.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They love all of it, or the tedious part simply does not get done.<\/span><\/div>\n<h2 id=\"sec-4\">A real problem from the job<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Here is a situation we are actually dealing with right now: [describe a real, non-confidential problem]. How would you think about it?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They ask questions before answering, name the trade-offs, and offer a first step rather than a full solution.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> An instant answer with no questions, or a refusal to engage without more information.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What would you need from me, as your manager, to do this job well in the first six months?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Specific asks: context, access, a clear priority, feedback cadence. It tells you how to manage them.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abNothing, I&#8217;m very independent\u00bb \u2014 every new hire needs something.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What is the first thing you would want to change here, based on what you have seen so far?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A cautious, specific observation, framed as a question rather than a verdict.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A list of everything that is wrong with the company after two conversations.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>If you took this job and it did not work out, what do you think the most likely reason would be?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Self-awareness: a real risk about them, the role, or the fit, stated plainly.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They cannot imagine it failing, or the only risk is the company.<\/span><\/div>\n<h2 id=\"sec-5\">Working style, team and their decision<\/h2>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe how your last team ran its week: meetings, planning, how work got assigned. What worked and what didn&#8217;t?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A concrete description with a critical eye, and awareness of what they would change.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Everything was great, or everything was broken.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a manager you did not get on with. What did you do?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They adapted something specific, had a direct conversation, and can describe the manager fairly.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The manager is a villain, and the story ends with the candidate leaving.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What kind of feedback do you find hardest to hear, and how do you want it delivered?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A real answer that helps you manage them, plus an example of taking it well.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abI welcome all feedback\u00bb with nothing behind it.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What do you still need to know to decide whether you would accept an offer?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Specific open questions: scope, the team, the manager, compensation details. Answer them now if you can.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Nothing. Either they have decided, or they are not thinking about it seriously.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Where else are you in the process, and what is your timeline for deciding?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Honest information you can use to plan the offer.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> None \u2014 it is a planning question. Write the answer down.<\/span><\/div>\n<h2 id=\"sec-6\">How to score the second round<\/h2>\n<p>Use the same rubric as round one for the competencies, and add one line for the problem discussion. Then write a recommendation with the evidence behind it. The debrief should compare notes, not impressions.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Score<\/td>\n<td>What it means<\/td>\n<td>Typical evidence<\/td>\n<\/tr>\n<tr>\n<td>1<\/td>\n<td>Round one did not hold up<\/td>\n<td>Stories changed or thinned under detail<\/td>\n<\/tr>\n<tr>\n<td>2<\/td>\n<td>Consistent but shallow<\/td>\n<td>Same examples, no new depth, generic problem discussion<\/td>\n<\/tr>\n<tr>\n<td>3<\/td>\n<td>Solid<\/td>\n<td>Examples held up, a real mistake, a sensible approach to the problem<\/td>\n<\/tr>\n<tr>\n<td>4<\/td>\n<td>Strong<\/td>\n<td>Above, plus good questions about the problem and clear asks of their manager<\/td>\n<\/tr>\n<tr>\n<td>5<\/td>\n<td>Exceptional<\/td>\n<td>Above, plus they taught the panel something about the problem<\/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 be asked in a second interview?<\/h3>\n<p>Questions built from the first round: follow-ups on the strongest example and on any flag, two behavioral questions per core competency, a real problem from the job to think through together, and the candidate&#8217;s own open questions. Do not repeat the screen.<\/p>\n<h3>How is a second interview different from the first?<\/h3>\n<p>The first round filters on must-haves and motivation. The second tests depth: whether the examples hold up under detail, how the candidate thinks about the actual work, and how they would fit the team. It usually involves the hiring manager and future colleagues rather than the recruiter.<\/p>\n<h3>Who should conduct the second interview?<\/h3>\n<p>The hiring manager, plus one or two people the candidate would work with. Give each interviewer a different block (skills, the problem, working style) so the candidate is not asked the same thing three times, and share the first-round notes with all of them beforehand.<\/p>\n<h3>How long should a second interview be?<\/h3>\n<p>Forty-five to sixty minutes per interviewer. If several people are involved, run them back to back with short breaks and a clear agenda sent to the candidate in advance, rather than one two-hour panel.<\/p>\n<h3>What are red flags in a second interview?<\/h3>\n<p>Stories that change or thin out when you ask for detail; no homework done between rounds; a confident plan for the real problem with no questions asked; a manager described as a villain; and no open questions of their own about the role.<\/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\/phone-interview-questions\/\">Phone interview questions (the screen)<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/behavioral-interview-questions\/\">24 behavioral interview questions by competency<\/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 be asked in a second interview?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Questions built from the first round: follow-ups on the strongest example and on any flag, two behavioral questions per core competency, a real problem from the job to think through together, and the candidate's own open questions. Do not repeat the screen.\"}}, {\"@type\": \"Question\", \"name\": \"How is a second interview different from the first?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"The first round filters on must-haves and motivation. The second tests depth: whether the examples hold up under detail, how the candidate thinks about the actual work, and how they would fit the team. It usually involves the hiring manager and future colleagues rather than the recruiter.\"}}, {\"@type\": \"Question\", \"name\": \"Who should conduct the second interview?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"The hiring manager, plus one or two people the candidate would work with. Give each interviewer a different block (skills, the problem, working style) so the candidate is not asked the same thing three times, and share the first-round notes with all of them beforehand.\"}}, {\"@type\": \"Question\", \"name\": \"How long should a second interview be?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Forty-five to sixty minutes per interviewer. If several people are involved, run them back to back with short breaks and a clear agenda sent to the candidate in advance, rather than one two-hour panel.\"}}, {\"@type\": \"Question\", \"name\": \"What are red flags in a second interview?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Stories that change or thin out when you ask for detail; no homework done between rounds; a confident plan for the real problem with no questions asked; a manager described as a villain; and no open questions of their own about the role.\"}}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Interview Questions Library &nbsp;\/&nbsp; Second Interview Questions to Ask Candidates Updated: August 2026 \u00b7 By \u00c1lvaro Arrescurrenaga&nbsp;\u00b7 CEO of Voicit 18 questions Scoring rubric 1&ndash;5 Updated August 2026 Short answer A second interview should not repeat the first one with different people. Its job is to resolve the open questions from round one, test 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":"18 Second Interview Questions to Ask (Round Two Guide)","rank_math_description":"18 second interview questions for hiring managers: go deeper on what round one flagged, test the real skills, and decide with evidence instead of gut feel.","rank_math_focus_keyword":"second interview questions"},"class_list":["post-10379","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10379","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=10379"}],"version-history":[{"count":1,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10379\/revisions"}],"predecessor-version":[{"id":10383,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10379\/revisions\/10383"}],"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=10379"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}