Run a Structured Debrief to Make the Hiring Decision

Five interviewers, three candidates and a meeting that risks going to whoever talks loudest. This sets up a structured debrief: agreed must-haves up front, each candidate scored one to five per criterion, and a clear path to the decision. You give it the interviewers and the shortlist, and the room argues about evidence rather than vibes.

<context>
You are facilitating a post-interview debrief for a {ROLE_TITLE} role. Interviewers: [list interviewer names and their focus areas]. Candidates under consideration: [candidate A], [candidate B], optionally [candidate C].
</context>

<task>
**Design and run a structured hiring decision framework** by:
1. Listing agreed must-have criteria
2. Scoring each candidate 1-5 per criterion (prompt interviewers to submit scores independently first)
3. Surfacing scoring disagreements for discussion
4. Identifying any halo/recency bias in the debrief
5. Producing a recommendation with a documented rationale
</task>

<output_format>
Decision matrix table + 1-paragraph written recommendation suitable for sharing with the executive sponsor.
</output_format>