What problem does it solve? Most bad hires happen because teams never define what success looks like before interviewing, then let gut feelings and group consensus override evidence. This Skill enforces a structured, evidence-based hiring process so every candidate is graded against the same written bar. ## Core Features & Use Cases - Outcome Scorecards: Write a one-line mission, three to six ranked measurable outcomes, competencies, and a comp band before sourcing begins. - Structured Interview Loops: Build a coverage matrix, question bank, and work sample so every competency is tested once and scored independently. - Evidence-Based Decisions: Run debriefs with independent written scores, bias controls, a bar raiser, and reference checks as a real gate. - Offers and Onboarding: Set comp bands, handle counteroffers without breaking the band, and build a 30/60/90 plan mapped to the scorecard. - Use Case: A founder hiring a first salesperson gets a scorecard with a revenue target and date, an outbound sourcing plan, a mock discovery call as the work sample, and a 90-day ramp plan. ## Quick Start Ask the assistant to help you define a role and run the hiring process, for example: "Help me create a scorecard and interview loop for hiring our first sales rep."
