Organize interview notes into an evidence sheet

An evidence sheet helps interviewers review what was actually discussed. It should not turn missing notes into a negative score or an impression into a verified trait.

Prepare the input

Provide the approved role rubric and shareable notes. Mark direct quotations, paraphrases, and interviewer observations. Keep candidate references consistent and remove unnecessary personal information.

Run the workflow

Ask the assistant to map evidence to criteria, list unanswered questions, and identify contradictions. It should not infer a hiring recommendation or fill in details from a résumé that was not supplied.

Prompt to copy

Rubric: [criteria]. Notes: [notes].
Create an evidence sheet: criterion, supporting note,
source type, uncertainty, and follow-up question.
Separate direct evidence from interviewer impressions.
Do not infer missing answers, assign scores, or recommend a hire.
Mark criteria that were not assessed.

Review a worked example

Illustrative note: “Candidate described handling two urgent requests but did not explain the outcome.” The sheet should preserve the missing outcome as a follow-up. It should not claim success or failure. Check that unassessed criteria remain unassessed rather than becoming low ratings.

Check the source type for each row. An interviewer’s phrase such as “seemed confident” is an impression, while an example of a completed task is reported evidence. Neither should be exaggerated. Preserve contradictory notes and ask the interviewer to clarify them rather than let the assistant choose a preferred account.

Use it again

Let the interviewer correct the sheet while the conversation is fresh. Any evaluation remains the responsible human's task. Explore Bot or contact Golub about a separately reviewed connection to recruiting systems.