Running a hiring loop you'd want to be in
What you'll learn
- Write the bar before posting: three capabilities + one canonical signal each.
- Calibrate interviewers per role; un-calibrated loops measure the interviewer, not the candidate.
- Debrief votes first, then discussion — anchors hurt accuracy.
Before posting the role, write the bar: the three capabilities a successful hire must demonstrate, with a single canonical signal each. Without an explicit bar, every interviewer applies their own and your loop has random noise.
Calibrate interviewers before they meet candidates — ideally with a one-hour session per role using a sample transcript or case. Without calibration, the strongest signal in your hire/no-hire data is which interviewer scored, not the candidate's actual fit.
Debrief structure: each interviewer states their hire / no-hire / strong-no-hire vote and the strongest evidence first; discussion second. Doing it the other way round lets the loudest voice anchor everyone else.
Key points
- Write the bar before posting: three capabilities + one canonical signal each.
- Calibrate interviewers per role; un-calibrated loops measure the interviewer, not the candidate.
- Debrief votes first, then discussion — anchors hurt accuracy.
Pitfalls
- Posting before you've named the bar.
- Letting the loudest interviewer speak first in debrief.
- Hiring on 'culture fit' without operationalising what that means for this role.
Ask your skip-level
In a real Adept rollout this routes to your company's leadership Claude project; in the demo it opens a fresh Claude chat.