# Example: Summarize a Candidate Debrief

Fictional company, role and candidate.

## What the user pasted

> Role: Customer Success Manager, Northwind Logistics. Criteria: 1) Managing client relationships, 2) Handling escalations, 3) Using data to spot churn risk, 4) Written communication.
>
> **Interview 1, hiring manager (Priya), 12 May:** Candidate J.K. gave a strong example of rescuing a key account after a failed rollout, set up weekly calls, got the renewal. Handled my escalation role-play calmly, but jumped to a discount quickly. Didn't really get to data. Vote: hire.
>
> **Interview 2, team lead (Marco), 13 May:** Great energy, would fit the team really well. Asked about churn: talked about "gut feel from calls", couldn't describe using a dashboard. Relationship examples were good. Vote: unsure.
>
> **Written exercise, reviewed by Priya:** Clear, well-structured customer email. Minor tone issue, slightly defensive in one line.
>
> No scorecard yet from the third interviewer (Ana, product).

## What the skill produced

# Debrief summary: J.K. for Customer Success Manager

**Stage:** Panel + written exercise · **Interviews covered:** Priya (hiring manager, 12 May), Marco (team lead, 13 May), written exercise (reviewed by Priya) · **Prepared for:** decision meeting [TBC]

## At a glance

| Criterion | Evidence recorded | Panel view |
|---|---|---|
| Managing client relationships | Detailed | Agree |
| Handling escalations | Limited | One interviewer |
| Using data to spot churn risk | Limited | One interviewer |
| Written communication | Detailed | One interviewer |

## Evidence by criterion

### Managing client relationships

- **Evidence:** Rescued a key account after a failed rollout by setting up weekly calls; the client renewed (Priya). Gave further relationship examples (Marco; details not recorded).
- **Interpretation:** Both interviewers rated this positively.
- **Agreement / difference:** Agree.

### Handling escalations

- **Evidence:** Stayed calm in the escalation role-play; offered a discount early (Priya).
- **Interpretation:** Composure seen as a strength; early discount noted as a concern.
- **Agreement / difference:** Only one interviewer covered this.

### Using data to spot churn risk

- **Evidence:** Described relying on "gut feel from calls"; could not describe using a dashboard (Marco). Not covered by Priya.
- **Interpretation:** Marco saw this as a gap.
- **Agreement / difference:** Only one interviewer covered this.

### Written communication

- **Evidence:** Clear, well-structured customer email; one slightly defensive line (written exercise, Priya).
- **Agreement / difference:** Only one reviewer (Priya).

## Other observations

- One comment ("would fit the team really well") was left out of the evidence because no job-related example was given. Worth asking Marco what he observed.

## Interviewer votes (as given)

| Interviewer | Stage | Vote | Key reason given |
|---|---|---|---|
| Priya | Hiring manager | Hire | Strong account-rescue example |
| Marco | Team lead | Unsure | Reason not given |

## Process check

- Ana's (product) scorecard is missing; decide whether to wait for it.
- "Handling escalations" and "Using data" were each covered by only one interviewer.
- Marco gave no reason for his "unsure" vote; ask him before the meeting.

## Follow-up questions

1. "Tell me about a time you noticed an account was at risk before the client said so. What told you?" (data / churn risk)
2. "In the role-play you offered a discount. What else could you have tried first, and when is a discount the right call?" (escalations)
3. "Walk me through the metrics you'd check every week for a portfolio of 40 accounts." (data / churn risk)

## Decision meeting agenda

1. Collect Ana's scorecard or agree to decide without it
2. Discuss "Using data to spot churn risk" and "Handling escalations" (each covered by one interviewer)
3. Decide whether a short follow-up call is needed
4. Decision owner records the outcome and reasons: [TBC]

## Open questions

- Who is the decision owner? [TBC]
- Is there a rating scale the team wants applied? [TBC]