A split loop occurs when interviewers reach materially different conclusions about a candidate’s suitability for hire. For example, a candidate may excel in coding but struggle with architecture design. section 7.1.3
Handle a split loop by:
- Following the leveling guide strictly. section 7.1.3
- Sorting feedback into competencies that raise or lower the hiring bar. section 7.1.3
- Evaluating coachability and seeking clarification through extra interview rounds when necessary. section 7.1.3
A practical contrast
Strong technical performance does not automatically resolve a split loop: a technically exceptional candidate whose disparaging attitude makes collaboration difficult may still be a bad hire. section 7.1.3
