Candidate Performance Evaluation

Related to a [slack thread] on getting better at determining candidates' past performance I've introduced suggestions how to accomplish that. I've used this successfully when implemented in another startup I worked at. The method breaks away from the standard STAR flow and reverses it in order to drill down to the cause and effect at each point in the story.

It creates a candid opportunity to get a view into past behaviors and understand the candidates roles and contributions throughout.