Role-specific rubrics
Clear, observable criteria mapped to the role and level — so a "strong yes" means the same thing across the panel.
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Technical Interview Consulting.
Design and run technical hiring loops that actually predict performance — role-specific rubrics, structured interviews, question banks, calibration, and interviewer training.
Interviews that feel like trivia, not signal — and the wrong hires that follow.
Every interviewer scores differently, so the bar moves with whoever shows up.
No one on the team can confidently assess senior or staff-level engineers.
A loop that takes weeks and still leaves you unsure who to hire.
/ 01 Deliverables
A hiring loop built for signal.
Everything your team needs to evaluate technical talent consistently — and defend the decision afterward.
Structured interview design
A loop designed end to end: stages, signals each stage targets, and how they combine into a decision.
Question banks
Calibrated, leak-resistant questions with model answers and follow-ups, tuned to the role and level.
Interviewer calibration & training
I train your interviewers to read signal consistently and run calibration sessions until the panel agrees.
Scorecards
Structured scorecards that force evidence-based ratings instead of gut feel and groupthink.
Hire / no-hire framework
A decision framework that turns scattered panel feedback into a defensible, repeatable call.
/ 02 How it works
Audit → design → calibrate → deploy.
Engaged on a project or advisory basis, scoped to your roles and the size of your panel.
AuditDiagnose
I review your current loop, recent decisions, and what "good" looks like for the role — and find where signal is leaking.
DesignBuild
Rubrics, stages, question banks, and scorecards built for your specific roles and levels.
CalibrateTrain
Interviewer training and calibration sessions so the whole panel scores to the same bar.
Run or hand offDeploy
I can run the interviews with you or hand you a loop your team owns and runs confidently on its own.
/ 03 FAQ
Questions hiring teams ask.
How is this different from an ATS or a recruiter?
An ATS tracks candidates and a recruiter sources them. Neither tells you how to actually evaluate technical skill. I design the assessment itself — the rubrics, questions, and decision framework that turn an interview into reliable signal.
Can you run the interviews, or just design them?
Both. Some teams want a loop they own and run themselves; others want me on the panel as a calibrated technical interviewer while their team ramps up. I support either model.
How fast can we stand up a loop?
A focused engagement can deliver a working loop — rubrics, questions, scorecards, and trained interviewers — in two to three weeks, depending on the number of roles and interviewers.
Do you cover senior and staff-level roles?
Yes. Senior and staff loops are where most teams struggle most, because the signal is about judgment and scope, not coding speed. Designing for that is exactly where this work earns its keep.
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Hiring the wrong engineers is expensive.
Let us build you a loop that predicts performance instead of testing trivia.