# Technical Hiring — Quick Reference

## Why Structured

**Same questions, same rubric, independent scoring.** Improves reliability, fairness, legal defensibility.

## Scorecard First

1. Define competencies (4–6)
2. Must-have vs. nice-to-have
3. How each is assessed
4. Write questions from scorecard

## Interview Types

| Type | Purpose |
|------|---------|
| Behavioral | Past behavior → future; STAR |
| Technical | Coding, problem-solving, rubric |
| System design | Architecture, trade-offs |
| Take-home | Async work sample |

## Behavioral: STAR

- **S**ituation — Context
- **T**ask — Their responsibility
- **A**ction — What they did
- **R**esult — Outcome, learning

**Example:** "Tell me about a time you disagreed with a technical decision. Situation, task, action, result?"

## Technical Rubric

- **Strong** — Correct, edge cases, explains reasoning, optimization
- **Medium** — Correct with hint, partial edge cases
- **Weak** — Stuck, wrong approach, can't explain

## Conducting

1. Rapport (2–3 min)
2. Calibrate before the day
3. Take notes during
4. Reserve time for candidate questions
5. No leading — let them perform

## Evaluation

1. **Independent scoring** — Before debrief
2. **Debrief** — Compare, discuss evidence
3. **Hire/no-hire** — Must-haves met
4. **Document** — Notes and scores

## Common Biases

| Bias | Mitigation |
|------|------------|
| Halo effect | Score each competency separately |
| Similarity bias | Structured questions; diverse panel |
| Anchoring | Independent scoring first |
| Recency | Notes throughout |
| Confirmation | Look for disconfirming evidence |

## Candidate Experience

- Clear communication (what to expect)
- Start and end on time
- Feedback when possible
- Don't leave them hanging