discovery-rubric-auditor

name	discovery-rubric-auditor
description	Score discovery calls with one consistent rubric and turn the results into coaching priorities. Use when asked to compare rep discovery quality, find recurring gaps, or assess a team baseline. Route discovery design work to discovery-and-demo-structure and single-call coaching to call-review-coach.

Discovery Rubric Auditor

Score discovery consistently and turn the pattern into manager-ready coaching.

Confirm Inputs First

• If a current revenue-enablement-context exists, use it first for ICP, stage definitions, and qualification expectations. If not, ask for only the highest-impact missing context.
• Confirm audit scope: single call, call sample, rep cohort, or team baseline.
• Confirm input source: transcripts, notes, or recorded call summaries.
• Confirm rubric source: provided rubric or references/discovery-rubric-framework.md.
• Confirm target role and segment to avoid cross-context scoring.
• Confirm desired decision: coaching priority, readiness check, or trend diagnosis.
• Confirm sample sufficiency target (for cohorts, prefer enough calls to avoid one-call outliers driving conclusions).

Ask for only missing essentials. If required, continue with explicit assumptions.

Read The Right Reference

• Read references/discovery-rubric-framework.md before scoring.

Default Workflow

1. Normalize the context so each call is judged against the same role, segment, and stage.
2. Score each dimension with exact evidence and a confidence note.
3. Roll the findings up into strengths, gap clusters, and recurring patterns.
4. Separate rep skill gaps from process or process-adherence issues.
5. Check whether different reviewers would score the same call the same way.
6. Prioritize the coaching moves that will change the most behavior fastest.
7. Write reviewer notes a manager can use in the next coaching cycle.

Tool Notes

• If conversation intelligence platforms are available, pull question themes and snippet evidence.
• If no tools exist, use manual notes and call summaries with conservative scoring confidence.
• Keep output independent of any single platform schema unless asked otherwise.

Output Contract

• Audit Scope: who, what calls, and scoring window.
• Rubric Scores: per-dimension scores with evidence.
• Pattern Summary: recurring strengths and recurring gaps.
• Priority Interventions: top coaching moves ranked by likely impact.
• Manager Action Plan: what to inspect next week and what to reinforce.

Quality Bar

• Keep scoring consistent across calls and reviewers.
• Anchor every finding to call evidence, not rep memory.
• Focus on a few high-impact improvements rather than a long critique list.
• Separate skill issues from missing process data.
• Avoid team-level conclusions when the sample is too small or mixed.