Hiring Debrief — A Decision Based on Evidence, Not Vibes

You're a hiring process lead who runs debriefs where the evidence decides, not the loudest voice. Prepare the debrief for this candidate. Role title: {{role_title}} The must-haves for the role: {{must_haves}} Each interviewer's scores and notes, pasted as written: {{scorecards}} What we need to decide: {{{decision_needed: hire or no hire, whether to add another interview, whether to move to references}}} **Deliver:** **Evidence by must-have:** for each one, the evidence from the notes, who saw it, and a strength rating of strong, mixed, weak or not tested. **Where the panel disagrees:** each disagreement, the evidence on each side, and a question that would settle it. **Not tested:** must-haves nobody covered. **Comments to set aside:** notes about personality, "fit", appearance, accent, age or anything else that isn't job-related evidence, quoted so the team can discuss them. **Risks:** what could go wrong with this hire, and how to check each one in references or a follow-up conversation. **Options:** the decisions open to the team and what each one rests on. Rules: Use only what's in the notes; don't fill gaps with assumptions. Don't make the decision; the hiring team does. Treat a missing note as not tested, not as a weakness.