Why this matters

The single biggest cause of bad hires isn't bad candidates — it's bad interviews. Most interviewers were trained the first time someone said "go interview this person" and never received structured feedback.

The 4-session program

Session 1 (60 min): Why structured. Walk through the data. Show our internal data on rubric-trained vs untrained outcomes. Get buy-in.

Session 2 (60 min): Question construction. Practice writing behavioral, situational, and technical questions for the actual roles being hired. Workshop in pairs.

Session 3 (60 min): Shadowing. New interviewer shadows an experienced one. Then debriefs together: what would you have rated, what evidence, what bias did you notice in yourself?

Session 4 (60 min): Reverse shadow. New interviewer leads, experienced one shadows and gives feedback after. Goes live only after this session.

Ongoing reinforcement

  • Quarterly calibration sessions where 4 interviewers re-rate the same candidate (anonymized).
  • Public dashboard of inter-rater agreement.
  • Pair new and experienced interviewers in panel format for first 5 panels.

What kills interviewer skill

  • "Pinch hit" interviews assigned same day.
  • No access to the role's rubric.
  • No debrief norms — interviewers ask after, "What did you think?" before submitting independent ratings.