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hire-or-pass

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Turn a hiring debrief into a typed decision — hire, hire at a different level, get more signal, or pass — from rubric evidence only, with probabilities and confidence. Use when asked should we hire this candidate, run the debrief, hire or no-hire, or when interviewers disagree and the manager has to call it. Produces the evidence state per competency, the four-way decision with probabilities, the act-or-hold verdict, and when holding, the exact competency to test and who tests it. Decision support for a human decision — a person owns the hire.

plugins/pm-decisions/skills/hire-or-pass/SKILL.md

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Nov 9, 2026
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MIT

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# Hire or Pass

Debriefs go wrong when the loudest interviewer wins or when everyone waits to see what the manager thinks. This skill forces the evidence into a fixed shape — per competency, strongest example and strongest counter-example, from whom — and defines the four possible outcomes before the discussion starts. The output is a distribution over those outcomes and, when it is close, the *specific* extra signal to go get.

**Boundary.** This is decision support. A person makes and owns the hiring decision, applies the company's process and the law where they are, and is accountable for it. Never let a distribution replace that.

## Where this sits

After [`hiring-rubric`](../hiring-rubric/SKILL.md) (which defines the competencies) and [`engineering-hiring-rubric`](../engineering-hiring-rubric/SKILL.md), and after the interviews. This one runs the debrief decision.

## What This Skill Produces

- **The evidence state** — per must-have competency: strongest example, strongest counter-example, which interviewer saw it, rubric scores
- **The decision** — `hire` / `hire_at_different_level` / `more_signal` / `pass` with probabilities and confidence
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