Interview loop

Designs the interview loop for one role. This skill starts from what the person must deliver, turns that into a short list of signals, and gives each signal to exactly one stage. Every candidate gets the same stages and the same questions. The rubric for the signals comes next, with /hiring:interview-rubric, and is written before the first interview.

Inputs

• The role: title, level, team, and why the role exists.
• The outcomes the person must deliver in the first year, from the hiring manager.
• The people available to interview, by role, and their time.

Steps

1. Write the outcomes. Two to four outcomes a reviewer can check after a year, for example "the deploy pipeline runs without manual steps". Ask the hiring manager. A role with no checkable outcome is not ready for a loop: stop and say so.
2. Split must-haves from learnable skills. A must-have is needed on the first day and is tied to an outcome. Everything else is learnable after joining and stays out of the loop.
3. Name the signals. Four to six signals, each a thing a candidate can show in an interview: a behaviour, a piece of work, an account of past work with facts. Each signal ties to an outcome. Drop proxies that do not show the skill: school names, past employer names, years of experience on their own, and "fit" without a defined behaviour.
4. Pick the stages. One stage per kind of evidence. Common stages: