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Interview Rubric

Behavioural interview rubric with competencies, leveled descriptors, and calibration notes.

# Interview Rubric — [Role title] ## Why this rubric exists We grade against a shared standard so "strong yes" means the same thing across interviewers and across hiring cycles. Without this, hiring quality regresses to "do I like them?" — which favours the dominant cultural archetype and disfavours everyone else. ## Competencies For each competency: definition + observable behaviours at each level. Calibrate by debating real hires at each level — abstract definitions don't work. ### Competency 1: [Name] *Definition:* [One sentence] - **Level 1 (No):** [behaviour pattern] - **Level 2 (Lean no):** [behaviour pattern] - **Level 3 (Lean yes):** [behaviour pattern] - **Level 4 (Yes):** [behaviour pattern] - **Level 5 (Strong yes):** [behaviour pattern] ### Competency 2: [Name] *Definition:* - Level 1: - Level 2: - Level 3: - Level 4: - Level 5: ### Competency 3: [Name] *Definition:* - Level 1: - Level 2: - Level 3: - Level 4: - Level 5: ### Competency 4: [Name] *Definition:* - Level 1: - Level 2: - Level 3: - Level 4: - Level 5: ## Interview loop assignment | Loop slot | Competency | Question style | Interviewer | |---|---|---|---| | Slot 1 | Comp 1 + 2 | Behavioural | | | Slot 2 | Comp 3 | Work session | | | Slot 3 | Comp 4 | Case / portfolio review | | | Slot 4 | Cross-functional | Cultural add interview | | ## Scoring rules - Each interviewer scores ONLY their assigned competencies (no halo / cross-contamination) - Score on the 5-level scale above with one concrete observation as evidence - Submit independently before debrief — no peeking - Debrief: discuss disagreements first; cite specific observations, not vibes ## Hire / no-hire decision - Average score across competencies ≥ 3.5 AND no competency below 3 → hire-track - One competency below 3 → debate at debrief; may proceed to offer with development plan - Multiple competencies below 3 → no-hire ## Calibration cadence - Quarterly: review recent hires and their first-90-day performance against interview scores - Annual: retire / add competencies based on what predicted performance and what didn't

Price

Free

25% platform fee

State

approved