Interview plan and scorecard

Use an approved hiring rubric as the source. Do not add a criterion during the interview loop because a candidate prompted it.

Plan the loop

Map every criterion to one primary interviewer and one evidence method: structured question, work sample, portfolio review, or reference check if company policy allows it. Keep the same core questions and time for each candidate. Add role-specific follow-ups only to clarify their answer.

For each question, state what good evidence looks like, what follow-up tests ownership or scope, and what must not be scored. Include an accommodation note and the named person who handles requests; do not ask for medical details.

Scorecard

The scorecard records the criterion, one-to-four anchor, direct notes or quote, evidence source, confidence, and not assessed option. Require interviewers to submit it before seeing peer scores. Ban overall "gut feel" and protected-trait or proxy notes.

Output

Return the interview schedule, interviewer assignments, question bank, scorecard, candidate information note, and missing-owner list. Do not invite candidates or change calendars without approval.