Build an interview rubric for the {{role}} hiring panel.
Inputs:
- JD + must-haves: {{paste}}
- Things the team has gotten wrong on past hires for this role: {{paste — what we missed, who flamed out and why}}
- Stage of company / team / market: {{paste — relevant context that shapes "fit"}}
Output:
## Dimensions to assess (4-6 max)
For each:
- What we're trying to measure
- Why this matters for this role at this stage (not generic — specific to us)
- How to evidence it in interview (the signal, not vibes)
## Scoring rubric per dimension
- Strong yes (clear evidence of)
- Yes (some evidence)
- Mixed (insufficient signal — interviewer should be honest if they didn't probe enough)
- Concern (evidence of the opposite)
- Strong concern
Banned: "I just got a good feeling." If an interviewer can't name evidence, the score is "mixed."
## Calibration questions per dimension
2–3 sample questions per dimension that have produced reliable signal in the past (or are designed to). Include the follow-up the interviewer should chase if the answer is too prepared / too short.
## Anti-pattern flags
The 3-4 patterns this rubric is designed to NOT reward: pattern-matching to past hires, surface confidence, similarity to interviewer's background, having the right vocabulary without the substance.
## Debrief format
The 30-minute debrief structure: each interviewer scores independently first, then shares. The first interviewer to speak biases the room — defend the rule.
Hard rule: panelists rate independently before debrief. No exceptions, even "quick reads in the hallway." That's the calibration killer.hiringinterviewingrubrics