# Interview Frameworks

## Loop Design by Level

### Junior/Mid

- Emphasize fundamentals, debugging, and growth potential.
- Keep loops concise with coding + behavioral validation.

### Senior

- Add system design and leadership rounds.
- Evaluate tradeoff quality, mentoring, and cross-team collaboration.

### Staff+

- Focus on architecture direction and organizational impact.
- Assess strategy, influence, and long-term technical judgment.

## Competency Areas

- Technical depth (implementation, design, quality)
- Problem solving (ambiguity handling, prioritization)
- Collaboration (communication, stakeholder alignment)
- Leadership (ownership, mentoring, influence)

## Scoring Rubric Baseline

- `4`: exceeds level expectations with strong evidence
- `3`: meets expectations consistently
- `2`: partial signal with notable gaps
- `1`: does not meet baseline requirements

## Calibration Guidelines

- Run recurring interviewer calibration sessions.
- Compare interviewer scoring variance across rounds.
- Track interview signal against new-hire outcomes.
- Use structured debriefs with independent scoring before discussion.

## Bias-Reduction Baseline

- Standardize question banks per competency area.
- Keep scorecards evidence-based and behavior-specific.
- Use diverse interviewer panels where possible.
- Require written rationale for strong yes/no recommendations.