design visual communicationconversation designdialogflow cxhr service deliveryintent taxonomy
Complete evaluation framework
What to assess and how to score it
Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.
01
Evaluation factor
Portfolio
35% weight
Ask for shipped conversational flows: onboarding FAQ bots, leave-balance lookups, benefits enrolment journeys. Look for containment rates, deflected ticket volumes, and the platform used (Dialogflow CX, Rasa, Copilot Studio).
Evidence to listen for
Work exists and can be looked at, not just described
States what they made versus what the team or a template made
Shows range rather than one repeated style
Can walk through a piece from brief to final
Five-point scoring guide
1
Poor
No portfolio, or work that is unattributable or clearly templated.
2
Needs Improvement
Thin portfolio; unclear what they personally made.
3
Satisfactory
Real work with adequate range; contribution mostly clear.
4
Very Good
Strong varied portfolio with clear personal ownership.
5
Excellent
Walks through two or three live HR bots with named intents, containment or CSAT figures, and honest notes on flows that failed.
02
Evaluation factor
Craft and rationale
25% weight
Probe persona and tone decisions, prompt or utterance design, fallback and disambiguation logic, and how they handle sensitive HR topics like grievances or pay disputes.
Evidence to listen for
Explains why a layout, type choice, or colour decision serves the brief
Knows typography and hierarchy as craft, not decoration
Works to a brand system without either breaking it or hiding behind it
Names the tools they are genuinely fast in
Five-point scoring guide
1
Poor
Cannot explain any decision; work is arbitrary.
2
Needs Improvement
Talks in taste terms only; no link between choice and brief.
3
Satisfactory
Sound craft with some ability to justify decisions.
4
Very Good
Articulate about why each choice serves the brief.
5
Excellent
Explains persona choices, escalation thresholds, and error-recovery copy with reasons tied to employee trust rather than personal taste.
03
Evaluation factor
Feedback and iteration
25% weight
Test how they used transcript review, unmatched-utterance logs, and A/B tests of prompt wording to rework flows after launch, plus response to HRBP and works council pushback.
Evidence to listen for
Takes critique without treating it as an attack
Distinguishes a subjective preference from a real problem, and says so politely
Iterates fast rather than defending version one
Delivers files correctly and on time
Five-point scoring guide
1
Poor
Defensive about critique; will not revise.
2
Needs Improvement
Accepts feedback passively; iterations do not improve the work.
3
Satisfactory
Revises willingly; struggles to push back on weak feedback.
4
Very Good
Iterates quickly and can argue for the work when the feedback is wrong.
5
Excellent
Cites specific transcript findings that changed a flow, and describes rewriting copy after legal or HR review without defensiveness.
04
Evaluation factor
Working with the brief
15% weight
Judge intake with HR stakeholders: mapping policy documents and HRIS data (Workday, SuccessFactors) into intents, scoping what the bot must never answer, and agreeing success metrics.
Evidence to listen for
Asks about audience and goal before opening the design tool
Works with marketing, product, or clients rather than in isolation
Flags an impossible brief early
Hands over files and assets others can actually use
Five-point scoring guide
1
Poor
Designs in isolation; ignores the brief's purpose.
2
Needs Improvement
Starts designing before understanding the goal.
3
Satisfactory
Asks the right questions when prompted.
4
Very Good
Interrogates the brief up front and hands over cleanly.
5
Excellent
Turns vague requests such as "reduce HR emails" into a scoped intent list, escalation rules, and measurable containment targets.
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