Use scorecard evidence to resolve close hiring decisions without introducing proxy criteria.
Close call Two finalists are within three scorecard points. The panel starts saying one would be easier with executives. Late-stage ambiguity creates room for proxy criteria unless the process has a tie-break rule. Tie-break discipline Audit evidence → check gaps → use predeclared role priority A tie-break should clarify the job standard, not create a new one after identities and styles are known. Shortcut Pick the candidate who feels safer to the panel. The final choice is explainable from job evidence. Do not add a criterion after you know which candidate it favors. 01 Audit 02 Gap 03 Rule score…
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