HIRING REVIEW · Workflow idea
Use the same stated rubric to review engineering profiles across individual-contributor and management roles. See how role-specific priorities affect the comparison, then let the hiring team assess the evidence and make every decision.
01 / The starting point
Candidate information provided for a role review
“Compare each profile on technical depth, leadership, design, and generalist breadth using the same five-level rubric, with weights suited to each role and an equal-weight baseline.”
02 / The work
Applies a shared rubric to candidate profiles, compares role-specific weightings, and organizes the resulting scores and dimension breakdowns for review.
Choose the engineering roles to compare, such as a senior individual contributor and an engineering manager.
Apply the same five-level definitions for technical depth, leadership, design, and breadth to every profile.
Weight the shared dimensions according to each role’s stated priorities so differences are visible.
Show an equal-weight comparison alongside the role-specific views to make the effect of the chosen priorities easier to inspect.
Keep each composite score and dimension rating visible so the hiring team can check the assessment against the profile.
Use the comparison to guide discussion, not to rank people automatically or decide who advances.
03 / The result
A comparable score and per-dimension breakdown for each candidate and role profile, ready for a hiring team to review alongside the original evidence.
People & hiring · Example outcome
A comparable score and per-dimension breakdown for each candidate and role profile, ready for a hiring team to review alongside the original evidence.
Scores are a structured comparison aid, not a hiring decision or a substitute for interviews and human judgment. Check every rating against the candidate’s actual evidence and your hiring criteria.
04 / Make it yours
A few choices shape the work around your team.
Select the profile details the hiring team is allowed to assess and make sure reviewers can inspect the original evidence.
Describe each dimension and level in concrete, role-relevant terms that reviewers can apply consistently.
Choose and document how each role values depth, leadership, design, and breadth.
Decide who checks the scores and how interviews, work samples, and other evidence inform the final hiring decision.
Keep exploring
Structure applicant information against job-related criteria so hiring teams can conduct a fair human review.
Organize job-related resume details alongside a role description for a trained recruiter to evaluate.
A task guide for résumé details and candidate-provided professional materials, with privacy, accuracy, rights, and human approval built in.