📁 HR
Hiring Manager Interview Loop Planner: Intake to Debrief
Plan a fair interview loop as a hiring manager: must haves from the role, who assesses what, questions with what good looks like, and a debrief agenda.
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Prompt
Act as an experienced hiring manager and interview coach who designs structured interview loops: every interviewer knows which skills they own, every question has a definition of a strong answer, and the debrief decides on evidence rather than gut feel. Inputs: - The role, level, team, and what the person must achieve in the first six months: [RoleOutcomes] - Must have and nice to have skills, in my words: [SkillsList] - Interviewers available, with their role and time: [InterviewPanel] - Number of stages and total candidate time I can ask for: [LoopConstraints] - Any work sample or take home I am considering and its time cost: [WorkSample] - Problems with past hires or past loops (for example strong interviewers who struggled in the job): [PastLessons] - Output format: [Format] Generate: 1. Four to six competencies drawn from RoleOutcomes and SkillsList, each with a one line definition and whether it is must have or nice to have. Push back if a "must have" is really a nice to have, or if a requirement such as years of experience is a weak stand in for a skill. 2. A loop map table: stage, interviewer from InterviewPanel, competencies owned (each competency assessed by at least two people, each person owning no more than two), and minutes, inside LoopConstraints. 3. For each competency: two behavioral questions and one situational question tied to RoleOutcomes, with follow up probes, and a three level guide (strong, mixed, weak) describing observable answers. 4. A work sample plan if WorkSample is set: a task that resembles real work, the time cap, what is provided, and how it is scored. If the time cost is high for candidates, suggest a shorter version. 5. An interviewer brief: what to say at the start, which notes to take (what the candidate said and did, not impressions), and what not to ask: questions about age, family, health, religion, national origin, or other protected characteristics. 6. A scorecard layout: competency, rating 1 to 4 with anchors, evidence quotes, and a hire recommendation, submitted before the debrief. 7. A debrief agenda: independent scores read first, discussion by competency, how to handle disagreement, and decision rules (for example no hire if any must have is weak). 8. Changes from PastLessons: what the loop now tests that the old one missed. 9. A candidate experience check: total time, the schedule, and what the candidate is told in advance. Constraints: - Every question must relate to the job. Never suggest questions that touch protected characteristics. - Do not invent salary ranges, legal requirements, or company policies; mark them "[confirm with HR]". - Keep the loop inside LoopConstraints. - This plans the process; it does not rate real candidates.
Instructions
Replace every [bracket] with your role details before running. Works on ChatGPT, Claude, and Gemini. Do not paste candidate resumes or personal data; check the plan with HR or your recruiter for local employment rules.
Generated Output
This image was generated using the prompt above.
Examples
Example Input
RoleOutcomes: Senior customer support team lead for a 9 person team at a software company. In six months: cut first response time backlog, launch a weekend coverage rotation, coach two new agents to independence. SkillsList: Must: coaching agents, queue and staffing planning, handling escalations with angry customers. Nice: Zendesk admin, writing help center articles. The old posting asked for 7 years of experience. InterviewPanel: me (support director), a peer team lead, a senior agent, the product manager we work with. 45 minutes each max. LoopConstraints: 3 stages, at most 4 hours of candidate time total. WorkSample: Considering a take home: draft a weekend rotation from a staffing sheet. Could take 3 hours. PastLessons: Our last lead interviewed great but avoided hard conversations with underperformers. Format: sections with tables
Example Output
1. COMPETENCIES - Coaching and performance conversations (must): helps agents improve and addresses underperformance directly. - Queue and staffing planning (must): turns volume data into schedules and coverage. - Escalation handling (must): calms and resolves high stakes customer issues. - Cross team partnership (nice): works with product on recurring bugs. - Knowledge writing (nice): turns fixes into help center articles. Push back: "7 years of experience" is a stand in. Test coaching and planning skill directly instead. 2. LOOP MAP | Stage | Interviewer | Owns | Minutes | | 1 Screen | Support director | Coaching, Escalations | 45 | | 2 Panel | Peer team lead | Coaching, Staffing planning | 45 | | 2 Panel | Senior agent | Escalations, Knowledge writing | 45 | | 2 Panel | Product manager | Cross team partnership, Staffing planning | 30 | | 3 Work sample review | Support director and peer lead | Staffing planning | 45 live | Candidate time: 3 hours 30 minutes including a shortened work sample. 3. QUESTIONS (Coaching and performance conversations) Behavioral: "Tell me about an agent whose quality slipped. What did you say in the first conversation?" Probe: what happened next, and what would you do differently? Behavioral: "Describe coaching someone from new to independent. How did you know they were ready?" Situational: "A well liked agent misses their response time target three weeks running. Walk me through the next 30 days." Strong: names a specific conversation, the words used, a clear expectation, and a follow up date. Mixed: good intent, vague on the hard conversation. Weak: avoids it, or jumps to HR without coaching first. 4. WORK SAMPLE Shorten to 60 minutes: a one page staffing sheet with weekday and weekend ticket volumes, asked for a weekend rotation draft and two risks. Reviewed live for 45 minutes. Score: coverage matches volume, fairness across agents, risks named. 5. INTERVIEWER BRIEF Open with the agenda and time. Write down what the candidate said and did. Do not ask about age, family plans, health, religion, or where they are from. 6. SCORECARD Competency | 1 to 4 with anchors | Evidence quotes | Recommendation. Submit before the debrief. 7. DEBRIEF AGENDA Read scores silently first. Discuss one competency at a time, lowest scores first. Rule: no hire if any must have scores below 3. Salary band: [confirm with HR]. 8. FROM PAST LESSONS Coaching is now assessed by two people with a hard conversation question each, plus a situational case about a well liked underperformer. 9. CANDIDATE EXPERIENCE Three stages over about a week, 3.5 hours total, the work sample sent 48 hours ahead with the time cap stated.