Independent bar-raiser assessment ensuring the candidate raises the team's overall bar.
Evaluates how the candidate approaches complex, open-ended problems without clear solutions.
Candidate demonstrates a structured approach to ambiguity: they gather available information, form hypotheses, make reasonable assumptions, and iterate. They're comfortable saying 'I don't know yet' while still moving forward.
Candidate is paralyzed by ambiguity, waits for someone to tell them what to do, or makes reckless decisions without acknowledging uncertainty.
Assesses the candidate's ability to make sound decisions with appropriate consideration of consequences.
Candidate describes thoughtful decision-making frameworks, weighs multiple factors, considers second-order effects, and takes responsibility for outcomes. They show good instincts calibrated by experience.
Candidate makes decisions based on gut feel alone without analysis, cannot describe the reasoning behind past decisions, or optimizes for a single dimension while ignoring others.
Evaluates whether the candidate's impact extends beyond their immediate responsibilities.
Candidate describes impact at the team or organizational level — improving processes, creating tools others use, mentoring, or driving cross-team initiatives. Their impact multiplies through others.
Candidate's impact is limited to individual task completion, they've never improved something beyond their assigned work, or they cannot articulate broader impact.
Assesses the candidate's ability to communicate effectively with diverse stakeholders and influence outcomes.
Candidate adapts communication to the audience, builds alignment through understanding others' perspectives, and can drive consensus without relying on authority. They navigate cross-functional dynamics effectively.
Candidate communicates only with their own function, cannot adapt their style for different audiences, or relies on escalation rather than influence.
The core bar-raiser question: will this candidate make the team better, not just fill a seat?
Candidate brings something additive — a unique skill, perspective, or way of working that would elevate the team. They have a track record of raising standards and lifting those around them.
Candidate would be a competent individual contributor but wouldn't elevate the team. They have no track record of improving team practices, mentoring, or driving excellence beyond their own work.
Evaluates the candidate's genuine curiosity and ability to learn and adapt in a changing environment.
Candidate shows genuine enthusiasm for learning, has recent examples of picking up new skills quickly, and embraces change as an opportunity rather than a threat. They ask insightful questions during the interview.
Candidate shows no intellectual curiosity, resists learning new things, or becomes frustrated when discussing change and adaptation.
Interview notes go here...