Hiring debrief

Prepares and records the debrief for one candidate. The order is fixed: independent scorecards, then the evidence round, then the levels, then the decision. Each interviewer writes the scorecard before the debrief, so the evidence is written without knowledge of the other scores. The evidence round comes before the levels, so the discussion starts from what the candidate said and did.

The panel decides. This skill collects, orders and records; it never scores a candidate and never recommends hire or no hire. Check before use: AI systems used to evaluate candidates fall in a high-risk class under the EU AI Act (Annex III); confirm with your legal contact before any tool scores candidates.

Inputs

• The candidate id (no name in the record), the role and hiring/rubrics/<role-slug>.json.
• The scorecards: per interviewer, evidence and a level for each dimension of their stage, with the time each was submitted.
• The facilitator and the decision maker, named before the first interview.

Steps

1. Collect the scorecards. Ask each interviewer for their scorecard: evidence lines and one level per dimension of their stage. Check that each scorecard was submitted before the debrief and before its author saw another score. Mark any scorecard written later as "written after seeing other scores" in the record.
2. Check the scorecards. For each dimension: evidence is present, the level is 1 to 4, and the evidence matches the anchor of that level in the rubric. Where evidence and anchor do not match, ask the interviewer before the debrief. A level with no evidence counts as "no evidence" in the evidence round.
3. Start the record without overwriting the template: