interview-template.md

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Template: Onsite Loop

Instructions for the hiring manager:

1. Start a new doc for each role. Fill in each section.
2. Duplicate the filled-out doc for each onsite candidate.
   • Add any candidate-specific signal you need to gather (e.g. leftover questions from the phone screens) to the end of the document.
3. Share the doc with the recruiter to schedule from the potential interviewers list.
4. Share the doc with the interviewers before the prebrief for a candidate.
5. Walk through this doc in the prebrief. Ask:
   • For each interview slot, are the interviewers comfortable with the guidelines and/or setup for the slot? Do they understand the signal they need to gather?
   • Who can pick up the extra candidate-specific information you need to gather in their interview slot?
   • What, if any, topics are we missing?
   • Remind interviewers to promptly enter feedback after their interview so we can have an effective debrief.

Role Name - Onsite Loop

Description of this role:

Onsite Interview Slots:

Purpose of interview slot	Potential interviewers
Assess mentorship skills	Person, Person
Assess ABC	Person, Person, Person
Assess DEF	Two of: Person, Person, Person, Person
Assess GHI	Person

Examples: assess stakeholder management skills, management skills, mobile development skills, etc.

Hints:

• Partner with others on your team, especially those who have been hiring managers before, to fill out the signals to gather and interviewer guidelines for each slot! Iterate on this doc as you learn more about how to gather strong signal for each topic.
• Create a library of interview slot purposes and signals that other hiring managers in your organization can use as inspiration, and add to!

Example: Assess mentorship skills

Signal to gather: How does the candidate approach pairing? How does the candidate approach teaching? What traits of good mentorship have they experienced? What steps does the candidate take when they don’t know the answer to a mentee’s question?

Interviewer guidelines: Use as much time as you want (or as little as you want) to gauge the candidate’s approach to pairing as a mentor. It’s totally cool to spend a lot of time asking them behavioral questions about their experiences (versus pairing time), if that feels best.

Assess ABC

Signal to gather:

Interviewer guidelines:

Assess DEF

Signal to gather:

Interviewer guidelines:

Assess GHI

Signal to gather:

Interviewer guidelines:

Additional signal to gather for this candidate:

Where to find candidate’s resume and/or homework: