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hiring-scorecard

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Use this skill when a founder, CEO, CRO, or hiring manager is making a hire where a miss would cost more than three times the salary: a first sales leader, CRO, CMO, co-founder, first-of-role hire, fractional executive, or key manager. Produces an outcome-based scorecard, a behavioral interview kit, a reference-check plan, and a decision package with a logged, reversibility- framed decision. Use it for "hiring scorecard", "interview kit", "should we hire this candidate", "evaluate a VP Sales candidate", "first sales hire", "co-founder evaluation", "two finalists, help me decide", or "our last sales leader did not work out".

skills/jason-mesiarik/hiring-scorecard/SKILL.md

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Applies to any hire where the cost of being wrong is high. Produces a scorecard, an interview kit, a reference plan, and a decision package.

**The doctrine:** hire against outcomes, then test the mindset behind them. A scorecard built from "strategic, strong communicator" produces a hire nobody can evaluate. A scorecard built from results the role must produce in 12 months produces a hire everyone can. Then test what interviews usually miss: mindset, learning speed, and how the candidate handles failure. Hire the trajectory, not the snapshot.

## The sequence

1. **Classify the door.** Type 1, one-way door: co-founder, C-suite, first leader of a function, large equity grants. Take twice as long and go to full depth. Type 2, two-way door: fractional, advisor, IC below manager. Decide faster and set an early checkpoint. Write the class and the reason before anything else.
2. **Write the outcomes.** 5 to 8 results the role must produce in 12 months. Each is specific, measurable, dated, and weighted. Weights sum to 100. Read `references/outcome-scorecard.md`.
3. **Derive competencies from the outcomes.** 2 to 4 per outcome, consolidated and weighted. Mark each critical (absence kills the hire) or supporting (coachable). Never start here.
4. **Set deal-breakers and behaviors.** Deal-breakers are testable conditions checked before interviews start. Culture fit is 4 to 6 observable behaviors, never a personality.
5. **Build the interview loop.** Behavioral questions only, at least 2 per critical competency, each round owning specific competencies. Every candidate gets the failure question: what they do with failure, not whether they have failed. Senior hires get the force-multiplier questions. Interviewers score alone, in writing, before any debrief. Read `references/interview-kit.md`.
6. **Run the live exercise.** A realistic exercise tied to a critical outcome. Give two or three points of specific feedback, invite questions, and have the candidate repeat it immediately. Score the delta between attempts, not just the first one. Read `references/beyond-the-interview.md`.
7. **Test the mindset.** Ask two questions in order: "Project forward 18 to 24 months. What is going to be different in your life?" then "What are you doing today to achieve that goal?" The first reveals horizon and intrinsic motivation; the candidate chooses how personal to make it. The second reveals whether the goal is a wish or a commitment. Read `references/beyond-the-interview.md`.
8. **Run references.** Type 1: at least 3, one of them off-list. Listen for examples, pauses, and qualifications. Read `references/decision-package.md`.
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