THE HARDEST CALLS YOU MAKE

Every hire was a prediction about a person, and you found out if it was right

Interview notes, debrief threads, the argument between two partners about a borderline candidate. Hiring is prediction under deep uncertainty, recorded at the time, with the answer arriving months later.

Check your data Six questions, roughly two minutes.

Prediction under genuine uncertaintyOutcomes arrive and can be matchedAnonymized before anything moves

WHERE IT SITS

Four places hiring judgement gets written down

This accumulates in whatever system the firm recruits through, plus the mail threads around it.

Interview notes

Contemporaneous impressions, including the reservations people record but rarely say out loud.

Debriefs

Structured disagreement about a candidate, where each position has to be defended to colleagues.

Decision rationale

Why an offer was made or withheld, and what the deciding factor turned out to be.

Calibration over time

Changes to what the firm screens for, usually prompted by a hire that did or did not work.

THE PEOPLE-DATA QUESTIONS

What firms ask before considering this

This is employee and candidate personal data.

It is, which is why your obligations set the boundary and anything you cannot license stays out. Identifying fields are then stripped in preparation before anything is shared.

Would we need consent?

That depends on your jurisdiction and your own policies, and it is your determination. Scope is built around what you are free to license.

Can we include the reasoning but not the candidates?

That is usually the shape of it. The reasoning is what carries value; the identities are what anonymization removes.

Is this material we should just exclude?

Plenty of firms do, and the licence works fine without it. The slice is yours to draw.

SPEAK WITH A MANAGING PARTNER

The hardest judgements you make are already on the record

Six questions and a short conversation about where the line falls. Nothing you tell us leaves Polyshares.

Check your data