Ask HN: Are competency based behavioral interviews a thing in your company?

We’ve been exploring ways to make our hiring process (for engineers, PMs and designers) more structured, particularly around behavioral interviews. We have a competency framework that outlines the key traits and skills we value in candidates, but a big challenge has been ensuring that all interviewers are calibrated and evaluating candidates consistently.

It often feels like interpretations of the framework vary, and this sometimes leads to misaligned decisions or feedback. I’m curious to know how others approach this problem.

Do you have a competency framework that matters in your hiring process?

If so, how do you train or guide interviewers to apply it consistently?

Are there tools, techniques, or processes that have worked well for you?