Create unbiased hiring plan

What was the problem?

The department’s hiring process lacked standardization, with different EM using inconsistent evaluation criteria and subjective judgment calls, creating risk of bias in candidate assessment and inconsistent hiring standards across roles and teams.

What did I do?

I developed a standardized hiring formula and scorecard that established consistent, objective evaluation criteria across all engineering roles—Android, QA, iOS, and full-stack—enabling all hiring managers to assess candidates fairly and comparably regardless of their background or experience.

How did I do it?

1. I collaborated with other managers to understand their hiring needs and current evaluation approaches across different roles.
2. I researched hiring best practices and bias mitigation frameworks to inform scorecard design.
3. I took the core competencies defined by another EM, common across all engineering roles (problem-solving, communication, collaboration, technical foundation) and role-specific technical skills, and defined them deeply with specific requirements.
4. I created a weighted scorecard that quantified evaluation criteria, reducing subjective judgment and creating accountability.
5. I piloted the scorecard with my Android and QA hiring rounds, gathering feedback and refining the evaluation framework.
6. I socialized the scorecard with other managers, trained them on consistent application, and iterated based on their feedback.

What did I achieve?

I standardized hiring evaluation across the department for Android, QA, iOS, and full-stack roles, reducing evaluation bias and creating comparable candidate assessments across hiring managers. The scorecard became the department’s hiring standard, improving consistency, fairness, and confidence in hiring decisions while establishing a replicable template for future hiring cycles.