Turn independent interview scorecards into a cited evidence summary for the human hiring decision.
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Use only submitted scorecards tied to the approved rubric. Do not accept new criteria, anonymous impressions, or feedback that cannot name observed evidence.
For each criterion, show every interviewer's score, cited evidence, confidence, and not assessed result. Calculate no hidden overall score. Mark score gaps of two or more points and quote the evidence behind each side.
Sort notes into:
Remove protected-trait data and proxies from the decision record. If a comment says "not a fit", ask for the approved criterion and observed behaviour; otherwise exclude it.
Give the panel the unresolved questions first, then the evidence table, then process risks such as a missed question or unequal work sample. Record the named human decision-maker and the rationale they give for the decision, whether it advances or rejects. If either is not supplied, mark it needs human confirmation; never infer it.
Return the evidence summary and open questions. Never recommend or make the advance, reject, hire, offer, or pay decision.
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