Build an interview scoring rubric

Build an interview rubric.

Per requirement:
1. **The question** that surfaces it. Ask about a specific past instance, not about general approach. *"How do you usually handle X" invites a rehearsed answer; "tell me about the last time X happened" does not.*
2. **The follow-up** that separates someone who did it from someone who watched it happen.
3. **What each level sounds like** — write a one-line example of a strong, adequate, and weak answer. Without these, scores drift between interviewers.
4. **The bar.** What is the minimum to pass on this requirement, and is it a hard gate or can it be traded against another strength?

Then:
- Time budget summing to the interview length, leaving room for their questions.
- Which requirements this stage covers and which are left to another stage. *Trying to assess everything in one interview assesses nothing.*
- **What NOT to score** — confidence, polish, similarity to the team, enthusiasm. Name these explicitly; they are what fills the gap when the rubric is thin.
- One question that would reveal a serious mismatch early, to ask first.

Rules:
- *Do not include questions about personal circumstances, family, age, or anything unrelated to the work.* Flag any of mine that stray there.
- Every question maps to a stated requirement. Drop the ones that do not.
- Keep it to five or six requirements. More cannot be assessed in one sitting.