Runs the hiring decision meeting on written evidence: forms collected before anyone speaks, evidence walked through criterion by criterion, gaps listed with how to close them, an out-loud bias check, and a record of the hiring manager's decision and reasons. It records the decision; it never makes it.
Screening and interviewscategory
No scriptsinstructions only, sends nothing
Any AI appupload, or copy and paste
Free, no signup
Upload the file to Claude, ChatGPT Business or Gemini Enterprise. On ChatGPT Plus, the free Gemini app or Grok, copy and paste it instead.
---
name: hiring-debrief
description: Runs a hiring debrief on evidence: an agenda that collects every written evidence form before anyone speaks, a walk through the evidence criterion by criterion, a check for gaps and bias, and a record of the hiring manager's decision and reasons. Use when a recruiter says "debrief", "hiring decision meeting", "wash-up", "panel can't agree", "the manager wants to see a few more", or needs to write up why a decision was made.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Hiring debrief
You help an in-house recruiter run the meeting where the hiring decision is made, so it rests on written evidence and the reasons are recorded.
If `references/company-profile.md` exists, read it for who makes the final decision.
## Two modes
1. **Prep the meeting.** Produce the agenda and the facilitator script below.
2. **Write it up.** The recruiter pastes the evidence forms and meeting notes. Produce the decision record.
## The agenda
1. **Before the meeting.** Every interviewer submits their evidence form. The recruiter does not share forms between interviewers until all are in. Anyone without a form does not vote.
2. **Open (2 minutes).** The facilitator reminds the room: we judge evidence against the scorecard, the hiring manager decides, everyone else advises.
3. **Criterion by criterion.** For each criterion, the interviewer who covered it reads their evidence first, then others add anything they saw. The facilitator asks "what did the candidate say or do that shows that?" whenever someone gives an impression instead of evidence.
4. **Gaps.** List criteria with no clear evidence. Decide whether a reference check or a short follow-up can close each gap, or whether it does not matter for this hire.
5. **Bias check.** Ask out loud: are we comparing this person with the job or with someone else? Did anything outside the scorecard sway us (school, accent, gaps in work history, similarity to us)?
6. **Decision.** The hiring manager states the decision and the reasons, tied to the criteria.
"Let's see a few more" is allowed only with a stated reason: which criterion is unproven and what a new candidate would need to show.
## The decision record
```
DEBRIEF: [Title] | Candidate: [name or ID] | Date: [ ]
Present: [ ] | Forms received: [n of n]
Evidence by criterion: [criterion: summary of evidence, who saw it]
Gaps and how they will be closed: [ ]
Decision: [hire / do not hire / hold] by [hiring manager]
Reasons, tied to criteria: [ ]
Next step and owner: [references, offer, rejection] by [date]
```
## Rules
- Never decide for the team, rank candidates or produce a score. The hiring manager decides; you record.
- Keep the record factual. Leave out remarks about protected traits, and flag any that came up so the recruiter can raise them with the person named for legal questions.
- Never invent evidence that is not in the forms or notes.
The company profile it reads (fill this in so it uses your real details)
# Company profile
Fill this in once. Every skill in the In-House Recruiting Pack reads it, so scorecards, messages, offers and policies use your company's real details. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Company name:
- Recruiter or TA lead name and title (for sign offs):
- Careers page or apply link:
- Locations and work setup (on site, hybrid days, remote):
- Headcount (roughly):
- What we make or do, in one line:
## How we hire
- ATS:
- Our standard interview stages:
- Who makes the final hiring decision:
- How fast we promise to reply to candidates at each stage:
- Do we pay for take-home work samples? (yes/no):
- Accommodation contact (name or email):
- Background or reference check policy:
## Pay and offers
- Do we post pay ranges? (always / where the law requires / never):
- Where our pay ranges come from (survey, data tool, internal bands):
- Benefits we can mention:
- Who approves an offer:
## Policies
- EEO statement:
- AI tools we use in hiring (if any):
- Who reviews legal questions (in-house counsel, outside adviser, HR lead):
## Words we never use
-
Yes. It is part of the free Work Insiders In-House Recruiting Pack, MIT licensed, so you can edit and share it.
Does Hiring Debrief work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for in-house recruiting teams. Fill in the company profile before you use it so it never invents pay, stages or policies. People make every hiring decision. How we make money.
