Compare the candidates before you make the offer.

Write the role, the work you need in the first year, and the pay band. Then name the options: candidate A, candidate B, a contractor, or wait. Do this before the interviews end, so the favorite from the room does not become the only option.

A work sample, a result the person actually shipped, and a reference you can check are the evidence. A confident interview is a claim about that work. Inspector checks whether the claim is supported. Scout can look for public work tied to the person. The score moves when the evidence changes.

The Champion makes the strongest case for the leading candidate. The Challenger attacks a reason that is only charm, a job title, or a team result credited to one person. The Strategist keeps the contractor and waiting on the card.

The Judge writes the Verdict on role fit, time to contribute, and cost. The Decision Owner records the Human Decision: who receives the offer, on what conditions, or that the search waits. The Passport keeps that record for the debrief and for the later review.

Hire candidate A, hire candidate B, use a contractor, or wait one cycle. Put the work sample next to each name. The Verdict can favor A while the Decision Owner waits for a reference. Both stay on the record.