Evidence-first guides on hiring decisions, candidate evaluation, and structured interviews.
ConceptHiring Rubric vs Interview ScorecardA hiring rubric defines what each score means with evidence; a scorecard records the scores. How they differ, with a worked 1–5 example.Read →ConceptThe Six Candidate Evaluation Dimensions, ExplainedSix evidence-anchored dimensions — Capability, Track Record, Trajectory, Influence, Domain Edge, Risk Surface — replace vague competencies with cited scores.Read →ConceptStructured Interviews: What the Validity Research SaysFour decades of meta-analyses show structured interviews predict job performance far better than unstructured ones. The evidence, and how to apply it.Read →GuideHow to Choose Between Two Final CandidatesWhen two finalists look equally strong, gut feel breaks down. Here's a structured, evidence-first framework for making a hiring decision you can defend.Read →GuideHow to Write a Defensible Hiring DecisionA step-by-step guide to documenting a hiring decision that holds up to challenge — using verbatim CV quotes mapped to six evidence dimensions.Read →SolutionObjective Candidate Comparison: Rank a ShortlistStop ranking by gut feel. Compare every shortlisted candidate on the same six evidence-cited dimensions, anchored to the actual JD, up to 50 at once.Read →SolutionPromotion Readiness Assessment: Criteria & RubricPromotion readiness is a prediction, not a reward. The rubric, internal criteria, and evidence framework for defensible advancement decisions.Read →