Debrief interviews from evidence, not charisma
Every interviewer submits independent evidence against the scorecard before a concise, auditable debrief is assembled.
The problem
Interview feedback arrives late, uses different standards, and converges around the loudest person in the room.
What you get
A working system with the steps, tools, checkpoints, and expected return made explicit.
- Setup
- 60 minutes
- Back each week
- 3 hours
- Difficulty
- assisted
Expected return
The working case
A planning estimate, not a guaranteed result. Measure the first four weeks against your own baseline.
144
hours returned per year
At 3 hours/week across 48 working weeks.
1
week to earn back setup
Compare the setup estimate with the weekly time returned.
Operating contract
Input
The source material, constraints, and examples a human would need to do this work well.
Checkpoint
A person reviews judgment calls, sensitive content, unfamiliar tools, and irreversible actions.
Success signal
Track time returned, corrections required, and exceptions. Keep it only if the measured result compounds.
Before you start
- ·A role scorecard
- ·Independent interviewer submissions
The steps
- 01
Require interviewers to score assigned competencies independently before seeing others’ feedback.
- 02
Normalize notes into evidence, concern, missing evidence, and scorecard criterion.
- 03
Summarize agreement and disagreement without recommending hire/no-hire.
Copy this prompt
Summarize these independent interview notes against the role scorecard. Quote evidence, identify disagreement and missing evidence, and flag unsupported claims. Do not infer traits or recommend a hiring decision. Inputs: [scorecard + notes]
- 04
The hiring panel makes and records the decision using the same criteria.
What it runs on
- Ashby
Scorecards and controlled feedback visibility.
- Greenhouse
Equivalent structured hiring workflow.
Where this goes wrong
- Never use AI to rank candidates or infer personality.
- Remove protected and irrelevant personal data from notes.
Definition of done
Run it for four weeks. Then make it earn its place.
- □ Baseline the manual time before launch.
- □ Keep a human approval step for consequential output.
- □ Record corrections and exceptions, not just successes.
- □ Expand, revise, or retire it after the first review.
Build the system around it
Related workflows
If this one stops working, tell us. Three reports in a month and it leaves the library until a person has looked at it again.