We’re opening 11 roles across product, data, and GTM in Q1, and I’m asking every hiring manager to anchor the req to a 90-day outcome and a three-signal scorecard (impact, velocity, collaboration) instead of listing 20 skills. It’s helped us cut time-to-offer from 42 to 28 days in Greenhouse, but the tension shows up in panel calibration — especially when a star interviewer over-indexes on pedigree. How are you coaching panels to stay aligned on business outcomes when the clock is ticking?