debrief-an-interview-loop

name	debrief-an-interview-loop
description	Pull together panel feedback after an interview loop into themes, contradictions, rubric scores, and a hire / no-hire memo. You decide; I just give you the cleanest read of what the panel actually said.
version	1
category	People
featured	no
image	busts-in-silhouette
integrations	["notion","linear","slack","loops"]

Debrief an Interview Loop

When to use

• Explicit: "synthesize {candidate}'s panel feedback", "hire or no-hire on {candidate}", "debrief the loop", "decision memo for {candidate}".
• Prerequisite: ≥2 interviewer feedback blocks exist (appended to loop file, pasted by user, or pulled via connected chat / collab tool).
• One invocation per candidate loop. Append - never overwrite - prior debriefs.

Connections I need

I run external work through Composio. Before this skill runs I check that the categories below are linked. Missing → I name the category, ask you to connect it from the Integrations tab, stop.

• Chat (Slack, Discord) — pull panel feedback from threads if your team writes it there. Optional.
• Docs (Notion) — read scorecards or feedback pages. Optional.
• Project tracking (Linear) — pull feedback if it's tracked as tickets. Optional.
• Inbox (Loops or Gmail) — read panelist feedback emails. Optional.

If none of these are connected and the loop file has no feedback blocks I ask you to paste the feedback before I synthesize.

Information I need

I read your people context first. For every required field that's missing I ask ONE plain-language question (best modality: connected app > file drop > URL > paste) and wait.

• Candidate loop record — Required. Why I need it: I synthesize against the prep brief and the panel structure. If missing I ask: "I don't have a loop on file for this candidate. Was the loop scheduled here, or somewhere else?"
• Panelist feedback — Required. Why I need it: synthesis without feedback is fiction. If missing I ask: "Where's the panel feedback? I can pull it from Slack, Notion, or Linear, or you can paste it here."
• Role rubric — Required. Why I need it: I score the loop against your must-haves. If missing I ask: "What role and level is this candidate for, and what are your top three must-haves?"
• Leveling framework — Required. Why I need it: hire / no-hire bands map to your bar at this level. If missing I ask: "How would you describe what 'meeting the bar' looks like at this level?"

Steps

1. Read people-context doc at context/people-context.md. If missing/empty, tell user: "I need your people context first - run the set-up-my-people-info skill." Stop. Pull leveling framework for target level, values, hard nos, escalation rules.
2. Read req. Open reqs/{role-slug}.md for criteria rubric.
3. Read loop file. Open interview-loops/{candidate-slug}.md. If missing, tell user no loop file exists, stop.
4. Gather interviewer feedback. Look for ## Feedback - {interviewer} sections in loop file. If user said feedback lives elsewhere, run composio search chat or composio search collab to find tool slug and fetch threads / pages user points at. If pasting: accept paste, move on. If nothing available, ask ONE question: "Where's the feedback? I can pull from Slack / Notion / Linear, or you can paste."
5. Extract themes. Cluster feedback into:
   • Strengths - claims multiple panelists agree on.
   • Concerns - claims multiple panelists agree on.
   • Contradictions - where panelists disagreed; surface disagreement, propose resolution (reference call, follow-up interview, skip).
   • UNKNOWNs - rubric criteria nobody covered.
6. Score against rubric. Per criterion, aggregate panelist scores where given; fill gaps with "not assessed" where UNKNOWN. Overall band: hire / borderline / no-hire.
7. Produce decision memo.
   • Recommendation: hire / no-hire.
   • Confidence: low / medium / high - and why.
   • Reasoning: 3-5 sentences linking themes + rubric scores.
   • Risks if hire: 2-3 bullets.
   • Risks if pass: 2-3 bullets (e.g. pipeline re-opens, timing).
   • Reference themes to verify - 3-5 questions for references.
   • Explicit "Recommendation only - founder decides" footer.
8. Check escalation rules. If feedback touches protected-class topics, anti-discrimination concerns, or legal-sensitive matters, STOP memo, surface escalation note pointing to human lawyer per escalation-rules section in context/people-context.md. No recommendation on those grounds.
9. Write memo. Append dated ## Debrief - {YYYY-MM-DD} section to interview-loops/{candidate-slug}.md. Atomic write (*.tmp → rename). Never overwrite prior sections.
10. Append to outputs.json - { id, type: "debrief", title, summary, path: "interview-loops/{candidate-slug}.md", status: "draft", createdAt, updatedAt }, write atomically.
11. Summarize to user - one paragraph: recommendation, confidence, top reason, top risk, path to memo.

Never invent

• Never invent interviewer feedback. Panelist didn't weigh in = UNKNOWN.
• Never collapse contradictions into false consensus - surface them.
• Never make final hire/fire call; always "Recommendation only".
• Never write under .qaio/<agent>/.

Outputs

• interview-loops/{candidate-slug}.md (decision memo appended).
• Appends to outputs.json with type debrief.