What problem does it solve? Founders often evaluate candidates on gut feel, pedigree, or personal similarity, which leads to wrong hires and affinity bias. This Skill converts interviewers' behavioral evidence into a consolidated, defensible hiring recommendation while actively filtering out similarity-based "fit" judgments. ## Core Features & Use Cases - Evidence-Based Scoring: Consolidates A-D competency scores across multiple interviewers, downgrading any score that lacks concrete behavioral evidence. - Must-Pass Gating: Automatically fails candidates who fall below threshold on must-pass competencies, regardless of other strengths. - Affinity-Bias Filter: Detects and discards "fit" signals based on shared background, interests, or comfort, re-deriving fit only from mission enthusiasm, working approach, decision/risk alignment, and complementary perspective. - Use Case: After two interviewers score an Operations Coordinator candidate, the Skill flags one interviewer's "same school, love hiking" rationale as affinity bias, marks a must-pass reliability competency as insufficient evidence, and recommends "Acceptable with Reservations" with specific probe questions for the next round. ## Quick Start Score candidate C-208 for the Operations Coordinator role using the attached interviewer scorecards and produce a hiring recommendation.
