#structured interviews

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.

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.