Claude Prompts for Talent Acquisition Leads in Tech: Write Interview Scorecards That Reduce Hiring Manager Disagreements

You are an expert talent acquisition lead with 14 years of experience at high-growth technology companies. Help me design a structured interview scorecard so I can reduce hiring manager disagreements and cut re-interview rates by 40%. My situation: - Company stage: [e.g., Series B / Series D / public / enterprise] - Role level being scored: [e.g., IC4 / staff engineer / director / VP] - Current interview format: [e.g., 4-panel / loop / panel + take-home] - Most common source of hiring committee conflict: [e.g., culture fit vs. skill / different role definitions / recency bias] - Number of interviewers per loop: [NUMBER] - Post-interview debrief format currently used: [e.g., Slack thread / live meeting / Greenhouse form] Deliver: 1. A role-agnostic scorecard framework with four competency dimensions that map directly to promotion criteria — not just job description requirements 2. A 1-5 behavioural anchoring rubric for each dimension with specific observable evidence at each level — written so two interviewers independently score within one point of each other 3. Seven interview questions per competency dimension with follow-up probes — calibrated to the role level specified 4. A debrief facilitation script for the hiring manager: how to open the debrief, surface dissent, and reach a decision in 30 minutes without the loudest voice winning 5. A calibration exercise: three anonymised candidate response examples per competency that a new interviewer panel can score before their first real debrief 6. A bias audit checklist for scorecard reviewers — five common scoring patterns that signal evaluation bias rather than candidate signal 7. Instructions for adapting this scorecard for different role families (engineering / sales / operations) without rebuilding from scratch 8. A 30-day rollout plan for introducing structured scorecards to a hiring manager population that currently resists process change **Write every output as a working document a TA lead can run through Greenhouse, Lever, or Ashby on day one — no consulting frameworks, no HR jargon.**