I designed and launched a structured interview framework to improve hiring quality and consistency across Customer Engagement roles. I created a toolset that enabled non-technical interviewers to confidently assess technical capability, without relying on jargon, checklists, or personal intuition.
Core Problem
I Identified a Lack of a Shared Evaluation Model
I observed that hiring managers and AGCP partners lacked a shared model for evaluating M365/Defender skills, leading to inconsistent hiring decisions.
I Empowered Non-Technical Interviewers
I saw that non-technical interviewers struggled to assess candidates for deeply technical onboarding and advisory roles, so I created a framework to help them.
Strategic Objectives
- I built a flexible framework that empowers non-specialists to screen for high-potential candidates.
- My goal was to enable confident assessment without requiring deep technical expertise from the interviewer.
- I designed the system to be adaptable across different but related technical roles.
Key Initiatives
- I developed role-relevant prompts focused on how candidates think, not what buzzwords they memorize.
- My approach emphasized system reasoning, customer framing, and problem-solving over rigid answer keys.
- I created structured rubrics with “what to look for” signal flags to guide interviewers.
- This design supports interviewers with varying levels of technical depth, ensuring a consistent evaluation.
- I delivered this framework without a formal mandate after observing pattern failures in hiring loops.
- I aligned the framework to actual FastTrack delivery scenarios, ensuring it reflected real customer motion.
Executive Summary
I developed this framework to solve a critical business need for consistent and effective technical hiring. By focusing on real-world scenarios and providing clear evaluation criteria, I empowered our teams to make better, more confident hiring decisions. My work increased clarity and consistency across interviewers and significantly reduced the friction and calibration time required during the hiring process.
- ➤I replaced subjective evaluations with a structured, scenario-based framework.
- ➤I enabled non-technical staff to assess deep technical skills confidently.
- ➤My initiative improved the consistency and quality of hiring decisions across the team.