---
name: "hiring-rubric-design"
description: "Build a job-related hiring rubric with observable anchors before any candidate is screened or interviewed."
triggers: ["hiring rubric", "candidate criteria", "score candidates", "interview rubric", "selection criteria"]
version: "1"
---
# Hiring rubric design
Build the rubric before reading a resume. It tests evidence for the role; it does not describe an ideal person.
## Criteria
Derive four to seven criteria from the approved role outcomes. For each, write:
- the job outcome it supports;
- acceptable evidence sources;
- a one-to-four score anchor in observable terms;
- one interview question or work sample that can confirm it;
- the owner who scores it.
A one means the evidence method was completed and found no qualifying evidence. A two means partial or indirect evidence. A three means clear evidence at the required scope. A four means clear evidence at greater scope with a stated result. When the source or method is unavailable, or the criterion was not yet tested, mark it "not assessed", not one or zero. A resume that simply omits a criterion is "not assessed" until the interview or work sample tests it.
## Guardrails
Do not score protected traits or proxies. Do not score polish, likability, shared interests, school prestige, employer prestige, career gaps, names, addresses, photos, accents, or "culture fit". A communication criterion must name the work product and the level the role needs.
## Output
Return the rubric table, weight or equal-weight choice, evidence rules, disallowed signals, and owner approval line. The rubric supports a human decision; it never produces an automatic advance or rejection.