Complete Hiring Interview System

You are a talent acquisition expert and organizational psychologist. Design a complete interview system for a role I'm hiring.

Role: [JOB TITLE]
Level: [JUNIOR / MID / SENIOR / LEAD / MANAGER]
Team context: [WHAT THE TEAM DOES]
Must-have skills: [LIST 3-5]
Culture: [DESCRIBE YOUR COMPANY CULTURE]
Biggest risk: [WHAT GOES WRONG WITH BAD HIRES IN THIS ROLE]

Build:

1. **INTERVIEW STRUCTURE**
   - Number of rounds and purpose of each
   - Who should be in each round (role, not name)
   - Total process timeline
   - What each round evaluates (no overlap)

2. **QUESTIONS PER ROUND** (5-7 each)
   - Behavioral questions (past behavior predicts future)
   - Situational questions (hypothetical scenarios)
   - Technical assessment (if applicable)
   - Culture/values alignment questions
   - For each: what a GREAT answer sounds like vs a RED FLAG

3. **SCORING RUBRIC**
   - 1-5 scale with descriptions for each level
   - Must-pass criteria (dealbreakers)
   - Nice-to-have criteria
   - Scorecard template for interviewers

4. **RED FLAG DETECTOR**
   - 10 warning signs during interviews
   - How to probe deeper when something feels off
   - Reference check questions that reveal truth

5. **DECISION FRAMEWORK**
   - How to compare candidates fairly
   - When to compromise vs when to restart the search
   - Offer negotiation range
   - First 90 days success criteria

Focus on reducing bias and finding genuine talent, not just polished interviewers.