Create a fair, consistent hiring plan for the role below. Use only job-related evidence and keep the plan aligned with the company policies I provide. Role and level: [ROLE DESCRIPTION] Must-have outcomes and responsibilities: [ROLE OUTCOMES] Company hiring policies and legal or HR guidance: [POLICY CONSTRAINTS] Interview stages and available interviewers: [INTERVIEW SETUP]
Candidate materials available at this stage: [CANDIDATE MATERIALS] Decision deadline and hiring context: [TIMELINE AND CONTEXT] Produce a hiring packet with: (1) a concise scorecard containing four to six competencies, each defined by observable evidence and a 1-to-4 rating anchor; (2) a stage-by-stage interview plan showing interviewer, purpose, time, and which competencies each stage assesses; (3) two behavior-based questions for each competency, plus permitted follow-ups; (4) a candidate communication checklist; and (5) a debrief agenda that requires written evidence before discussion of overall preference. Make questions tied to the role outcomes, not culture fit as personal similarity. Exclude questions about protected characteristics, family status, health, age, nationality unless work authorization is lawfully relevant, religion, or other non-job-related topics. Do not infer qualifications from names, schools, gaps, or background. If policy conflicts with a suggestion, prioritize policy and flag the conflict for HR. Before answering, check that every competency maps to a stated role outcome and that no interview stage duplicates the same evidence without a reason. Ask up to three clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE DESCRIPTION] | Paste the title, level, reporting line, location rules, and short job description. | Senior Customer Success Manager, individual contributor, reports to VP Customer Success, remote in the United States, manages a $1.8M book of B2B SaaS accounts. |
| [ROLE OUTCOMES] | List the results the person must achieve in the first six to twelve months. | Retain 94% gross revenue, lead quarterly business reviews, identify expansion opportunities, and coordinate technical escalations without owning engineering. |
| [POLICY CONSTRAINTS] | Paste relevant company, HR, equal-opportunity, and interview-process rules. | Use structured interviews, the same core questions for all finalists, documented scorecards, reasonable accommodations, and HR approval before an offer. |
| [INTERVIEW SETUP] | List planned stages, interview lengths, and available interviewers. | Recruiter screen 30 minutes; hiring manager 45 minutes; peer panel 60 minutes; customer scenario presentation 45 minutes; VP debrief 30 minutes. |
| [CANDIDATE MATERIALS] | State what candidates submit or complete, such as resumes, portfolios, work samples, or applications. | Resume, short application, and a 10-minute presentation responding to a fictional renewal-risk scenario. |
| [TIMELINE AND CONTEXT] | Describe the opening date, target decision date, headcount context, and any process constraints. | Role opens October 6, finalist decision by November 14, replacement hire after an internal promotion. |
How to use
- Translate the job description into outcomes before asking for interview questions; responsibilities alone are too vague to score fairly.
- Paste the actual policy language, including accommodations and approval requirements.
- Have each interviewer record evidence and a rating independently before the debrief.
- Send this follow-up: “Create a one-page interviewer scorecard for the peer panel, using only its assigned competencies and questions.”
Variations
Job description
Use this when the role needs a clearer, more inclusive posting before recruiting starts.
Draft a job description for [ROLE TITLE] at [COMPANY TYPE] based on these outcomes: [ROLE OUTCOMES]. Include purpose, responsibilities, must-have qualifications, preferred qualifications, location and compensation information only if supplied, and a clear application process. Follow these hiring policies: [POLICY RULES]. Remove inflated credential requirements that are not tied to an outcome and avoid gendered or exclusionary wording. Do not invent benefits, salary, visa sponsorship, or company facts. Check that every requirement is necessary for the job. Ask up to three questions only if required inputs are missing.
Interview debrief
Use this after interviews are complete and the team needs an evidence-led recommendation.
Summarize this hiring debrief for [ROLE] using the scorecard: [SCORECARD]. Here are the interviewer notes: [INTERVIEW NOTES]. Produce a competency-by-competency evidence table, areas requiring reference checks or clarification, and a recommendation of proceed, hold, or decline with reasons. Separate direct evidence from opinion and identify contradictions between interviewers. Do not infer protected characteristics or fill gaps with assumptions. Check that the recommendation is based on the stated competencies rather than charisma, similarity, or pedigree. Ask up to three questions only if key evidence is missing.
Candidate email
Use this when drafting a consistent candidate update at any stage.
Draft a candidate email for [PROCESS STAGE] regarding the [ROLE]. The decision or next step is [OUTCOME], the timing is [TIMING], and approved details are [APPROVED DETAILS]. Use this tone: [TONE]. Keep it respectful, plain, and no more than 170 words. Do not disclose other candidates’ information, internal debate, protected information, or unapproved feedback. If declining, avoid making claims beyond the documented decision. Check that the email gives the candidate one unambiguous next action or closure. Ask up to three questions only if required inputs are missing.
Tips
- Define the scorecard before reviewing candidates; retrofitting criteria after interviews invites comparison based on memory and personal affinity.
- Assign each competency to a primary interviewer so candidates do not answer the same broad questions repeatedly without a distinct purpose.
- Use behavior questions about a past situation, task, action, and result, then ask for the candidate’s individual contribution when they describe team work.
- A debrief should begin with written evidence and ratings, then discuss discrepancies; starting with a favorite candidate can anchor the whole group.
FAQ
Can AI screen resumes for me?
It can help organize job-related evidence against a predefined scorecard, but a human should make decisions and guard against biased inferences. Do not use names, schools, addresses, or other proxies as qualifications.
What makes an interview question legal and fair?
It is tied to a real job requirement and asked consistently of comparable candidates. Follow your jurisdiction and company policy, especially on protected characteristics and accommodations.
Should every interviewer ask the same questions?
Finalists should receive the same core questions for the competencies being compared. Different interviewers can own different competencies to reduce duplication.