01 · The problem
The scorecard was never the bottleneck.
Hand every interviewer the cleanest rubric ever written and it still ends the same way. What breaks isn't the quality of the feedback — it's the collection. "I'll do mine after standup" is a promise, not a filed scorecard, and the person who has to notice the gap is the same person who then walks in and makes the call.
02 · What you need
You decide when the set is in.
She brings you the set — filed ones marked, missing ones flagged — and holds. You accept it or send her back for the last one. Nothing about the candidate is shared, posted or forwarded until you say so, and an ask nobody answers surfaces as a decision rather than an endless nudge.
03 · How it runs
Collect and chase, from ask to full set.
Set where the asking happens and what counts as filed. Every step rewrites itself to match — she asks each interviewer individually rather than blasting the channel, and tracks who has filed against who only promised.
04 · What it's worth
She doesn't score candidates.
She gets the humans' scores in on time. The scorecard above is genuinely yours to keep, and plenty of debriefs only ever need one nudge — this is for the ones where it's Wednesday night and two are still out.