---
name: candidate-interview-debrief
description: Consolidates interview-loop notes into a candidate scorecard and decision memo, preserving question-level evidence, interviewer ratings, disagreement, and missing signals. Use after panel interviews, structured interview debriefs, hiring reviews, or candidate evaluation meetings.
license: Apache-2.0
metadata:
  adlass.categories: "hr-people/recruiting"
  adlass.industries: ""
  adlass.tags: "interview-debrief,hiring-decision,interview-notes,scorecard,evidence"
  adlass.adaptation: "reference-doc"
  adlass.source: "n8n:4228"
  adlass.version: "1"
---

# Candidate Interview Debrief

## Purpose

Convert separate interviewer notes into one comparable evaluation without turning impressions into facts. The result shows competency evidence, rating rationale, panel disagreement, and decision gaps.

## Scope

Cover the role scorecard, interview plan, interviewer notes, question responses, ratings, recommendations, and debrief discussion. One candidate and one role per run.

**Excluded:** legal or protected-characteristic inferences, reference checks, compensation decisions, contacting candidates, and recording a hiring decision as final.

## Data basis

- Role description and approved competency scorecard.\n- Interview plan with interviewer, competency, question, and rating-scale columns.\n- Candidate interview notes, panel ratings, recommendation fields, and debrief transcript.\n- Run input identifying the candidate and role.

## Result

A candidate decision memo plus an evidence sheet with one row per competency and interview signal, a disagreement log, and a follow-up-question list.

## Quality criteria

- Every rating cites the note, question, or debrief row that supports it.\n- The same rating scale and competency definitions are applied to every interviewer.\n- Observed answer, interpretation, and recommendation occupy separate fields.\n- Missing evidence is not scored as failure; disagreement remains visible.\n- No protected attribute or personality diagnosis is inferred.\n- The memo count of strengths, risks, and open questions matches the evidence sheet.

## Instructions

Use the approved role scorecard before any general hiring convention. Preserve each interviewer’s original rating and explain any normalized rating. Treat a competency as unassessed when no question-level evidence exists. Reconcile duplicate notes by retaining both citations. A panel consensus may be reported only when the debrief explicitly records it; otherwise label the result as a proposed synthesis. Keep the memo decision-neutral when the evidence does not support a recommendation.

## Adapt before use

- Add the approved role scorecard and interview rubric to the fixed scope.\n- Define rating labels, minimum evidence rules, and the meaning of a panel consensus.\n- Set privacy, retention, and access rules for candidate notes.\n- Name the role responsible for reviewing unresolved hiring evidence.