Hiring loop
A hiring loop is an organised set of interview sessions used to assess a candidate across agreed areas. Sessions may happen on one day or be spread across several days, remotely or in person.
Plan the evidence across sessions
A loop gives several interviewers a coordinated role in assessing a candidate. Amazon uses “interview loop” for conversations with current employees who assess different aspects of a candidate’s skills and experience (Amazon’s description). That is one employer’s use of the term, not a universal schedule. A loop can take place remotely, onsite, in one day or over a longer period.
Give each conversation a purpose
Map each session to evidence the team still needs. One interviewer might explore how a candidate handles a customer problem; another can examine a technical decision. Share the criteria and leave breaks or preparation time where the format calls for them. The number and timing should fit the role and the candidate’s circumstances.
Watch for repetition and fatigue
When interviewers ask the same question without a reason, the process takes more time but learns little. A packed schedule can also change how a candidate responds later in the day. Take that context into account rather than treating stamina as a universal measure of job fit. CIPD advises keeping selection methods relevant and considering candidate experience and administration (CIPD selection guidance).
Before the review, record which criteria each conversation addressed and which questions remain open.