We’ve been exploring ways to make our hiring process (for engineers, PMs and designers) more structured, particularly around behavioral interviews. We have a competency framework that outlines the key traits and skills we value in candidates, but a big challenge has been ensuring that all interviewers are calibrated and evaluating candidates consistently.<p>It often feels like interpretations of the framework vary, and this sometimes leads to misaligned decisions or feedback. I’m curious to know how others approach this problem.<p>Do you have a competency framework that matters in your hiring process?<p>If so, how do you train or guide interviewers to apply it consistently?<p>Are there tools, techniques, or processes that have worked well for you?