/hire-loop

Use the leadership-hiring skill to run any phase of a hiring loop.

When the user invokes this

Ask one question if not provided: "Which role and which phase — opening (Performance Profile), interviewing (loop design / scorecards), debriefing (decision), or closing?"

Phase routing

Opening — define success first

Use when the role is being scoped or the JD reads as a skills shopping list.

1. Pull or create the role brief at 10_Practice/People/Hiring/{Role}/_Brief.md from 70_Templates/T_Hiring_Role_Brief.md
2. Walk the user through writing the Performance Profile — 5–8 outcome-based bullets at the 6–12 month horizon. Use the test from leadership-hiring/references/performance-profiles-and-the-two-question-interview.md: would I be thrilled if they did exactly this and nothing else?
3. Draft the sourcing plan — channels, target outreach count, named referrals
4. Design the interview loop — assign each Performance Profile bullet to an interviewer; build the matrix; specify the close owner
5. Save the brief

Interviewing — prep an interviewer

Use when an interview slot is approaching.

1. Pull the role brief; identify which bullets the interviewer owns
2. Draft the MSA stem ("Tell me about your most significant accomplishment that's similar to [bullet]")
3. Draft the PSQ — a real problem from the role
4. Provide the fact-finding follow-up sequence (when, where, role, what they did, who, result, what they'd change, what they learned)
5. Render the in-conversation scorecard scaffold from leadership-hiring/references/scorecard-mini.md

Debriefing — facilitate the decision

Use after all loop interviews are complete.

1. Pull all filed scorecards
2. Frame the debrief: round of leans first (no rationale), then bullet-by-bullet evidence walk
3. Identify the bullets where leans diverged — focus the discussion there
4. Probe the strongest no-hire and strongest hire on disputed bullets
5. Force the hiring manager's call at the end (hire / hire pending follow-up / no-hire)
6. Capture the decision in T_Interview_Debrief.md — decision + reasoning + dissent

Closing — convert the candidate

Use when an offer is imminent or a candidate is wavering.

1. Pull the motivation map from earlier interviews
2. Identify the opportunity gap — what does this role offer that the candidate said they wanted that their current role doesn't?
3. Draft the close conversation — open questions to surface remaining concerns; specific responses
4. If counteroffer: don't engage in bidding war; reframe to opportunity gap
5. Set offer timeline and commitment process

Don't

• Skip the Performance Profile because "we know what we want." If it isn't written, the loop will drift.
• Conduct debrief as a vote — every interviewer cites evidence per bullet, not "I liked them"
• Soft-close — the close is explicit recruiting, not waiting for the candidate to decide

Pairs with

• /transition — once the hire accepts, immediately set up the 30/60/90 plan
• /feedback — when interviewer calibration is off and someone needs coaching on hiring craft

See also

• leadership-hiring/SKILL.md for the full method
• 70_Templates/T_Hiring_Role_Brief.md, T_Interview_Scorecard.md, T_Interview_Debrief.md