Practice interview process vocabulary: hiring loop, debrief, scorecard, leveling panel, RC, headcount, requisition, and offer stage.
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In large tech companies, what is a 'hiring loop'?
A hiring loop (common at Google, Meta, Amazon, etc.) distributes evaluation across multiple interviewers to reduce individual bias. Each interviewer typically owns a specific area: coding, system design, behavioural, domain expertise. All interviewers submit independent scorecards before the debrief to prevent anchoring. The loop structure is defined by the recruiter and hiring manager before candidates enter the process.
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What happens in a hiring 'debrief'?
The debrief is where hiring decisions are made. Best practice: interviewers submit scorecards independently before the debrief to avoid anchoring (the first opinion biasing others). In the debrief, the group discusses evidence, reconciles disagreements, and assigns a final recommendation. Some companies use a 'written debrief' (async Google Docs) instead of a live meeting. The hiring manager typically makes the final call.
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In a hiring context, what is a 'requisition' (or 'req')?
A req (short for requisition) is the internal record that opens a hiring position. It includes: role title, level, department, team, location, and budget (approved headcount). Before a recruiter can post a job or start sourcing, the req must be approved. 'Headcount' (HC) refers to the number of approved positions. 'Backfill' means a req opened because someone left an existing role.
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What is the role of a 'Recruiting Coordinator' (RC) in a hiring process?
RCs are the operational backbone of high-volume hiring. They schedule complex multi-interviewer loops across time zones, manage candidate experience (prompt communication, clear instructions), coordinate travel and expenses for on-site interviews, and track candidate status in the ATS (Applicant Tracking System). At smaller companies, the recruiter often fills the RC role.
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In hiring terminology, what is a 'scorecard'?
Scorecards structure feedback and reduce bias. A good scorecard has: predefined competencies aligned to the role (not generic categories), a rating scale (e.g., Strong No Hire / No Hire / Hire / Strong Hire), space for written evidence ('candidate explained X by doing Y'), and an overall recommendation. Tools: Greenhouse, Lever, Workday. Scorecards make debrief discussions evidence-based rather than impression-based.