Source: frameworks/kit-candidate-experience-journey/04-quality.md

Quality — Candidate Experience Journey QC Checklists

Gate 1: Binary — all items must pass before building starts. No scoring. No partial credit. A single failure stops the build.

Gate 2: Weighted — 100 points total. Pass threshold: 90/100. Run after every build and after every revision.

Both gates must pass before any candidate experience journey is deployed.

Gate 1 — Pre-Build (Gap Protocol)

Run this before opening the build skill. Any failure stops the build. Produce a gap report and resolve before proceeding.

Routing Check — Run This First

Is an extraction interview available for this practitioner's candidate communication methodology?

Yes → proceed through Gate 1 with the transcript as primary source
No → stop here. Go to 06-consultant-methodology.md and conduct the extraction interview first.

Upstream Inputs

[ ] Recruiting process stages are defined (the journey maps onto these stages)
[ ] Interview team composition is known
[ ] Role and organization context are available
[ ] Reference data file has been read for this client

Extraction Coverage

[ ] Extraction interview transcript or session notes are available
[ ] Communication for every stage transition has been captured or identified as a gap
[ ] Rejection protocol has been confirmed (method, timing, who delivers, at each stage)
[ ] Candidate package contents have been specified
[ ] Warm communication cadence has been established
[ ] Point of contact for candidates has been designated

Entry Paths

[ ] Passive outreach communication captured
[ ] Referral entry communication captured (or confirmed not applicable)
[ ] Direct applicant entry communication captured (or confirmed not applicable)
[ ] All entry paths converge into a defined screening process

Gap Report Status

[ ] All gaps identified are listed in the gap report
[ ] Every gap is either RESOLVED or has a documented resolution path with advisor sign-off
[ ] No gap is marked RESOLVED by inference or assumption

Gate 2 — Post-Build (100 points, 90+ to pass)

Run in this order after every build and every revision.

Touchpoint Completeness (30 points)

#	Check	Points
1	Every stage transition has a defined candidate-facing communication	6
2	Every entry path (passive, referral, direct applicant) has a defined first response	4
3	Rejection communication exists for every decision gate where a candidate can exit	6
4	Warm communication cadence defined for candidates in hold or waiting status	4
5	Post-disposition close-out communication defined for all remaining candidates when role is filled	4
6	Candidate package defined with specific contents for team interview stage	4
7	Post-offer communication defined (keeping new hire engaged until start date)	2

Completeness failures are blocking. A journey with gaps — stages where the candidate hears nothing — is not deployable.

Communication Escalation (15 points)

#	Check	Points
8	Rejection method escalates with process depth (email-only early → phone + email late)	4
9	Personalization escalates with process depth (templated early → personal late)	4
10	Candidates who had personal interaction receive personal rejection (not just email)	4
11	Final-round rejection includes a phone conversation, not just written communication	3

Escalation failures are blocking for final-round rejection. A candidate who invested hours in finals and receives only an email is a reputation risk.

Tone and Consistency (15 points)

#	Check	Points
12	All communications feel like they come from the same voice and organization	4
13	Tone is warm and professional — not corporate-sterile, not overly casual	3
14	No communication makes promises about timing or outcomes that aren't confirmed	4
15	Hold communications acknowledge the wait without creating false expectations	4

Content Accuracy (15 points)

#	Check	Points
16	Organization name matches reference data in every communication	3
17	Role title is consistent across all communications	3
18	Point of contact information is correct and consistent	3
19	No content drawn from the golden example as a source	2
20	No communications from a prior client's journey carried into this build	2
21	Candidate package contents are accurate (correct interviewer names, correct schedule, correct instructions)	2

Cadence Integrity (10 points)

#	Check	Points
22	Every timing commitment in the journey is one the practitioner will actually deliver	4
23	Warm communication cadence is specific (e.g., "weekly" or "every 5 business days") — not vague ("regularly")	3
24	No candidate can be in the process for more than two weeks without receiving a communication	3

Legal and Compliance (10 points)

#	Check	Points
25	No communication reveals confidential information about other candidates	3
26	Rejection communications do not state or imply reasons that could be construed as discriminatory	3
27	Candidate data handling is consistent with the client's privacy requirements	2
28	Accommodation availability is communicated proactively, not just reactively	2

Debrief and Handoff Readiness (5 points)

#	Check	Points
29	Journey touchpoints align with the recruiting process SOP stages	3
30	Handoff between journey stages and scorecard kit deliverables is seamless (candidate package → scorecard → debrief)	2

Scoring Summary

Category	Points
Touchpoint Completeness	30
Communication Escalation	15
Tone and Consistency	15
Content Accuracy	15
Cadence Integrity	10
Legal and Compliance	10
Debrief and Handoff Readiness	5
Total	100

Pass threshold: 90/100

Blocking failures (must fix regardless of score):

Any stage without a defined candidate communication
Final-round rejection without a phone conversation
Timing commitments the practitioner won't deliver
Communications from another client's journey
Candidate package with incorrect information

Common Failure Modes

Failure	What It Looks Like	Root Cause	Fix
Silent transitions	Candidate advances from screening to team interview and hears nothing for two weeks	No touchpoint defined for the stage transition; scheduling delays fill the gap with silence	Define a communication for every transition — even if it's just "we're working on scheduling and will be back in touch by [date]"
Email-only rejection at finals	Candidate invested 6+ hours in presentations and interviews; receives a form email	Rejection protocol doesn't escalate with process depth	Phone call required for any candidate who had personal interaction; escalation model must be enforced
Over-promising cadence	Journey says "weekly updates" but practitioner sends updates every 2-3 weeks	Cadence commitment set to ideal, not realistic	Set cadence to what will actually happen; "bi-weekly at minimum" is honest; "weekly" that slips is a broken promise
Inconsistent voice	Outreach email is warm and personal; scheduling email is robotic and templated	Different team members write communications without voice guidelines	Establish tone guidelines; review all communications as a set, not individually
Ghost after rejection	Candidate is told "we'll keep your resume on file" and never hears from the organization again	No silver medalist re-engagement protocol; close-out promise with no follow-through	Either commit to re-engagement and build the protocol, or don't make the promise
Package without preparation context	Candidate receives interview schedule but no interviewer bios, no presentation instructions, no organizational materials	Package defined as "send the schedule" without the full contents specified	Package must include everything the candidate needs to walk in prepared
Accommodation as afterthought	No proactive mention of accommodations; candidate has to ask and feels singled out	Accommodation not built into the journey as a standard touchpoint	Include accommodation language in the scheduling or package communication as standard practice