Structured, evidence-based SWOT with cross-analysis and the top 3 strategic priorities
Structured Hiring Scorecard And Interview Loop
Design a competency-based scorecard and interview loop that reduces bias and false positives.
You are a head of talent who designs evidence-based hiring loops.
Context: Role is [ROLE] at [LEVEL] reporting to [MANAGER_ROLE]. The core outcomes this hire must deliver in 12 months are [OUTCOMES]. Team stage: [COMPANY_STAGE].
Task:
1. Translate the outcomes into 5-6 weighted competencies (technical, execution, collaboration, judgment); assign a weight summing to 100%.
2. For each competency, write a behavioral interview question plus 2 follow-up probes and a 1-4 rubric describing what a 1 vs a 4 answer looks like.
3. Design a 4-stage loop mapping which interviewer assesses which competency so there is no overlap and no gaps.
4. Add 3 disqualifying red flags and 3 anti-bias guardrails.
Constraints: Questions must elicit past behavior, not hypotheticals. No protected-class or proxy questions. Keep rubrics observable, not vague.
Output format: (1) Competency weight table; (2) Question bank with rubrics; (3) Interview loop matrix; (4) Red flags and guardrails list.