Make a hiring decision with ranked voting

One role, different priorities

Imagine a homeware brand hiring a Customer Support Lead. At the opening meeting, HR notices that the stakeholders want different things from the role and proposes a weighted ranked vote. All four stakeholders are invited:

• Head of Customer Experience — weight 2. The future line manager focuses on service quality, difficult customer situations and team development.
• Operations Director — weight 1. Focuses on handling enquiries and working with the warehouse and delivery teams.
• HR Manager — weight 1. Focuses on management skills, training and day-to-day collaboration.
• Finance Director — weight 1. Focuses on whether the proposed improvements fit the agreed budget.

These roles and weights are illustrative. Weight 2 gives one ballot twice the contribution of a weight-1 ballot; it does not make that person’s judgment twice as correct.

Use the ballot throughout the interviews

1. Agree on the rules first.

   Before the first interview, everyone agrees on the role requirements, vote weights, counting method, tie-breaks and how the result determines the hire. HR records that agreement and configures the poll. Use an invited panel, restrict access to candidate materials and set result and vote-history visibility for your process. Give everyone the same evidence.

2. Compare as you interview.

   Each interviewer uses the candidate cards to keep private notes, assign temporary ratings and adjust a draft ranking as new information arrives. Notes and temporary ratings are working aids, not votes or scores added to the result.

3. Submit independently and follow the result.

   After the final interview, each participant reviews and submits their ranking without a group debate about favourites. Rezon combines the submitted rankings using the configured method and weights. The panel proceeds with the hiring choice under the rules it accepted at the start.

A hiring decision from real practice

In Oleg Knyaginin’s account, stakeholders independently ranked five finalists with weights agreed in advance. The director accepted the group’s choice despite preferring someone else. That vote used paper ballots, not Rezon; our fictional example shows how to bring the process into a digital poll. Read the process and what happened after the hire on LinkedIn.

Compare four fictional candidates

The brand needs better enquiry handling, support for its staff and fewer recurring customer problems. All four fictional finalists meet the role’s essential requirements and fit the salary budget. Compare their interview summaries and responses to the same practical assignment.

Try private notes and temporary ratings, then rank all four profiles and submit your ballot. This public demo gives every visitor equal weight: it is not the invited, weighted panel above or a real hiring decision. Demo votes and their history are public; personal notes and temporary ratings do not enter the result. Portraits are AI-generated.

Before you start