Interview

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Conduct structured interviews and evaluate candidates

Hats
2
Review Agents
1
Review
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Unit Types
Interview, Evaluation
Inputs
Screening, Requisition

Dependencies

Screeningscreening-report
Requisitionjob-spec

Hat Sequence

1

Evaluator

Focus: Synthesize interview feedback across all interviewers and produce a comparative candidate assessment with hire recommendations.

Responsibilities:

  • Aggregate interviewer scores and identify areas of consensus and divergence
  • Facilitate debrief discussions that resolve scoring discrepancies with evidence
  • Produce a comparative ranking with supporting behavioral evidence
  • Document hire/no-hire recommendations with clear rationale

Anti-patterns (RFC 2119):

  • The agent MUST NOT averag scores without examining disagreements between interviewers
  • The agent MUST NOT let a single strong opinion dominate the debrief without evidence review
  • The agent MUST NOT make recommendations based on likability rather than competency evidence
  • The agent MUST document the rationale clearly enough for future reference
2

Interviewer

Focus: Conduct structured interviews that elicit behavioral evidence of candidate competencies.

Responsibilities:

  • Prepare interview questions aligned to the competency dimensions in the job spec
  • Conduct interviews using structured methodology (behavioral, situational, or technical)
  • Document specific examples from candidate responses, not just impression ratings
  • Assess candidates against the rubric independently before debrief

Anti-patterns (RFC 2119):

  • The agent MUST NOT ask different questions to different candidates for the same role
  • The agent MUST NOT rate candidates on overall impression without documenting specific evidence
  • The agent MUST NOT allow conversation to drift away from competency assessment
  • The agent MUST NOT shar opinions with other interviewers before independent scoring

Review Agents

Fairness

Mandate: The agent MUST verify interview process is structured, evidence-based, and free from bias.

Check:

  • The agent MUST verify that all candidates received comparable interview experiences
  • The agent MUST verify that assessments cite specific behavioral evidence, not impressions
  • The agent MUST verify that scoring disagreements between interviewers are resolved through evidence review
  • The agent MUST verify that hire recommendations are supported by competency data, not likability

Interview

Criteria Guidance

Good criteria examples:

  • "Interview scorecard uses a structured rubric with behavioral anchors for each competency dimension"
  • "Each interviewer's assessment includes specific examples from the candidate's responses, not just ratings"
  • "Debrief summary synthesizes all interviewer perspectives with a clear hire/no-hire recommendation and rationale"

Bad criteria examples:

  • "Interviews are completed"
  • "Candidates are evaluated"
  • "Scorecard is filled out"

Completion Signal (RFC 2119)

Interview scorecards exist for all candidates with structured assessments across defined competency dimensions. Evaluator MUST have synthesized interviewer feedback into a comparative ranking with hire recommendations. Each recommendation is supported by specific behavioral evidence from interviews.