Interviewing is a skill nobody is born with and most companies never teach. Every untrained interviewer in a loop adds noise with veto power. This checklist ramps {{New interviewer name}} in roughly {{Ramp target, e.g. 4-6 weeks}}: prerequisites, two shadows, two reverse shadows, then certification — with a quality bar that continues after.

Stage 0 — Prerequisites (before any live candidate)

• Read the structured interview guide for the role family they will interview for, including the scoring anchors.
• Read three recent completed scorecards the team considers excellent, and one considered useless, with a note on the difference.
• Complete the legal basics briefing: questions that are off-limits (family plans, health, age, origin, and other protected topics), how notes become discoverable records, and what to do if a candidate volunteers protected information (acknowledge briefly, steer back, leave it out of notes).
• Learn the mechanics: scorecard tool, where evidence notes go, submission-before-discussion rule, debrief etiquette.
• Run one mock interview with a teammate playing candidate; trainer gives feedback on question discipline and note-taking.

Stage 1 — Shadowing (2 interviews)

The trainee observes a certified interviewer with the candidate's knowledge and consent. The trainee:

• Takes notes and fills a full scorecard as if they were the interviewer — silently.
• Compares scorecards with the lead within 24 hours: where did scores differ, and whose evidence was stronger?
• Watches for craft details: how the lead redirects a rambling answer, probes past a rehearsed story, and manages the clock without rudeness.

Stage 2 — Reverse shadowing (2 interviews)

The trainee leads; the certified interviewer observes and can step in if the interview derails. After each session the observer scores the trainee on:

Stage 3 — Certification

• Both reverse shadows passed, or a third added — never certify on hope.
• Trainer signs off: {{Trainer name}}, {{Certification date}}.
• New interviewer is added to the loop roster for their competency areas only — certification is per interview type, not global.

Ongoing quality (all interviewers, forever)

• Calibration sessions quarterly: the team scores the same recorded or role-played interview independently, then compares. Drift is normal; unexamined drift is how two interviewers end up running different bars under one rubric.
• Scorecard audits: the recruiting lead samples scorecards monthly for evidence quality. Repeated adjective-only scorecards trigger a refresher, not a quiet shrug.
• Feedback loop: candidate-experience survey comments about specific interviewers go to those interviewers with coaching, not into a folder.
• Recertify after a gap: anyone who has not interviewed in six months does one reverse shadow before rejoining loops.

Anti-patterns this checklist exists to prevent

• Certifying by seniority — a director who has never been trained is an untrained interviewer with a bigger halo.
• The gut-feel graduate: someone who passes mechanics but scores on vibes. Evidence capture is the bar that matters most; hold it.
• Trial by fire: throwing a new interviewer solo into a live loop because the calendar was tight. One noisy veto can cost a great hire.