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hiring-scorecard

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Builds structured interview scorecards tied to role-specific signals to reduce bias and improve calibration. Use when opening a new role or auditing an existing interview loop for consistency.

skills/hiring-scorecard/SKILL.md

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# Hiring Scorecard Builder

Unstructured interviews have poor predictive validity and amplify the biases of whoever talks most. A scorecard forces interviewers to decide what matters before meeting the candidate and to gather evidence, not impressions.

## Step 1 - Define the Role's Top 4-6 Signals

Start from the first 90-day outcomes, not a list of desired traits. Ask: what does success look like concretely at 30, 60, and 90 days? Then work backward to the signals a candidate would have to demonstrate to make those outcomes likely. Good signals are observable in a conversation. Bad signals are adjectives ('smart', 'passionate', 'culture fit').

## Step 2 - Map Signals to Interview Slots

Each interviewer owns 1-2 signals. Never have two interviewers independently assess the same signal with no calibration plan - duplication wastes time and creates conflicting data. Assign technical depth signals to engineers, cross-functional signals to PMs or peers, and leadership/judgment signals to the hiring manager.

## Step 3 - Write the Scoring Rubric
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