Score Interview Responses Objectively

Scores interview responses objectively against role-specific rubrics so hiring decisions are based on evidence, not interviewer gut feeling. It ensures managers are held to a higher bar than ICs (team/org impact vs. individual contribution), and detects passive patterns that indicate ticket jockey manager behavior.

After conducting the interview, fill in the INTERVIEW_NOTES.md template (or provide a transcript in VTT, SRT, or markdown format) and run /assess-interviews. The framework scans evaluation folders for completed interview notes, launches the interview-assessor agent for each candidate, and the assessor scores each Q&A pair on a 1-5 scale with exact quotes. For IC roles: standard 1-5 with 4-5 for specific examples and learning. For manager roles: higher bar with 5 for org-level impact plus systemic thinking, 2 for individual scope only, 1 for ticket jockey pattern. The assessor calculates interview average and generates INTERVIEW_ASSESSMENT.md with scores and recommendation, plus an HR_SUMMARY_INTERVIEW.md with 2-section summary. Output: scored interviews ready for comparison and decision-making.

Supported interview note formats: INTERVIEW_NOTES.md (structured template), *.vtt (WebVTT transcript), *.srt (SRT subtitle), interview_notes.md, notes.md. For best results, have the interviewer fill in specific Q&A pairs and direct quotes during the interview. Manager interview scoring uses a higher bar: interview average must be 4.0+, all leadership question scores must be 3+, and no ticket jockey pattern detected for a hire recommendation.