{
  "registry_version": "1.11.0",
  "data": {
    "title": "Probation Used as Extended De-Facto Interview",
    "status": "active",
    "evidence_ids": [],
    "content": "# Probation Used as Extended De-Facto Interview\n\nAn employer may rely on probation as an additional selection stage, using on-the-job assessment to resolve uncertainty that the interview process left open.\n\n### Structural Context\n- **Actor:** `hiring-manager`\n- **Nature:** `incentive`\n- **Removability:** `intermediary`\n\n### Non-Inferences\n- Does not establish that the employee committed gross misconduct.\n- Probation rules define legal boundaries; they do not establish that employers systematically lower interview thresholds or use probation as a filtering strategy.",
    "aliases": [
      "M-028"
    ],
    "id": "mech.probation_used_as_extended_de_facto_interview",
    "type": "mechanism",
    "summary": "An employer may rely on probation as an additional selection stage, using on-the-job assessment to resolve uncertainty that the interview process left open.",
    "operates_at": [
      "bar.probation_period_post_start_confirmation"
    ],
    "emissions": [
      {
        "artifact": "obs.offer_accepted_followed_by_delayed_start_date_or_post_signing_revocation",
        "fidelity": "direct",
        "likelihood": "medium",
        "evidence": [],
        "observed_at": [
          "post-offer"
        ]
      },
      {
        "artifact": "obs.generic_closer_alignment_rejection_template",
        "fidelity": "euphemism",
        "likelihood": "high",
        "evidence": [],
        "observed_at": [
          "post-offer"
        ]
      },
      {
        "artifact": "obs.rejection_naming_an_internal_hire_as_the_outcome",
        "fidelity": "noise",
        "likelihood": "medium",
        "evidence": [],
        "observed_at": [
          "post-offer"
        ]
      }
    ],
    "facets": {
      "actor": "hiring-manager",
      "nature": "incentive",
      "visibility": "inferable",
      "removability": "intermediary"
    },
    "amplifies": [],
    "masks": [],
    "evidence_level": "compatible",
    "honest_baseline": false,
    "specimens": [
      {
        "kind": "note",
        "label": "Probation exit note",
        "lines": [
          {
            "text": "Candidate onboarding evaluated over 60 days.",
            "tell": false
          },
          {
            "text": "Delivery pace did not ramp to senior independent output within month two.",
            "tell": true
          },
          {
            "text": "Notice issued under the statutory probation clause of the Ukrainian Labour Code.",
            "tell": false
          }
        ],
        "reading": "This composite illustrates the mechanism, but the exit note alone does not establish that the interview threshold was deliberately lowered."
      }
    ],
    "perspectives": [
      {
        "actor": "actor.hiring_manager",
        "sees": "Direct on-the-job output under real sprint pressure, treating probation as a higher-fidelity filter than multi-round panel interviews.",
        "reads": "Some managers may treat on-the-job evidence as more informative than another interview round, but that policy must be established rather than inferred from one exit.",
        "does": "May shorten pre-hire assessment and shift unresolved evaluation questions into documented probation reviews."
      },
      {
        "actor": "actor.candidate",
        "sees": "An employment contract with a probation clause and a potentially different evaluation or termination procedure.",
        "reads": "A post-start evaluation may be carrying questions that were not resolved before acceptance, but the clause alone does not prove that.",
        "does": "Delivers aggressively during initial months while maintaining external professional networks."
      },
      {
        "actor": "actor.employer_policy",
        "sees": "Probation turnover rates and dismissal compliance documentation under the Ukrainian Labour Code's constraints.",
        "reads": "High probation turnover increases team onboarding costs while preserving statutory compliance.",
        "does": "Monitors probation pass rates and reviews termination justifications."
      }
    ],
    "non_inferences": [
      "Does not establish that the employee committed gross misconduct.",
      "Probation rules define legal boundaries; they do not establish that employers systematically lower interview thresholds or use probation as a filtering strategy."
    ],
    "agency_zones": {
      "hiring-manager": "medium",
      "candidate": "low",
      "employer-policy": "high"
    }
  }
}