| name | design-hiring-loop |
| description | Design a structured hiring loop — rubric, consistent questions, evidence-based scoring, a debrief that surfaces dissent — over a vibe-based one. Reach for this before scheduling interviews. |
Skill: Design a hiring loop
Unstructured "I just clicked with them" interviews predict little and amplify bias (§3 #6).
Step 1 — Define the bar from the role
What must this person do in the first 6–12 months? Turn that into 3–5 competencies the loop will assess — not a wishlist.
Step 2 — One competency per interview, with a rubric
Assign each interviewer a competency and a scored rubric (what a strong/mixed/weak answer looks like) so the bar is the same on Tuesday and Friday (§3 #6).
Step 3 — Consistent, behavioral questions
Same core questions per competency across candidates; ask for past behavior with evidence, not hypotheticals-only.
Step 4 — A debrief that surfaces dissent
Collect written evidence-based scores before the group talks; then surface disagreement rather than averaging it away — dissent is data (§3 #6).
Step 5 — Bias + candidate-experience pass
Check the loop for bias amplifiers; respect the candidate's time. No protected-class or PII in scoring artifacts (§2).
Output
A structured loop: competencies, per-interview rubric, question bank, and a debrief protocol — written scores collected before the group discusses. The growth-plan template (../../templates/growth-plan.md) is the reference shape for level-mapped expectations the rubric assesses against.
