Strengthening Interview Requirements for Internal Candidates

As part of the Exchange’s commitment to merit‑based hiring and transparency in the recruitment process, the Human Resources team is updating interview requirements for all pay band positions. This change will align with Office of Personnel Management Merit Hiring guidance and Executive Order 14170, Reforming the Federal Hiring Process and Restoring Merit to Government Service.

Several years ago, the Exchange began posting all PB 3/2-4/3 positions to increase transparency and broaden access to opportunity. Expanding interview requirements is an extension of that posture and will ensure that selection decisions are supported by documented, merit‑based evaluation and consistent hiring practices.

We are now adopting a phased approach requiring interviews for all internal candidates for PB positions, beginning with senior roles and evolving over time:

• Now: Interviews are required for all PB‑5 positions. For vice president positions (PB 5-4), a panel interview is required. The panel should be made up of at least three executives of equal grade or higher, with one executive from outside the directorate.
• By Aug. 1: Interviews will be required for all PB‑4 positions.
• By Oct. 1: Interviews will be required for all PB‑3 positions.

In most cases, positions will continue to be posted internally and externally, giving associates the chance to compete for opportunities while allowing the Exchange to consider strong external talent. Hiring managers retain the flexibility to review internal candidate pools first and request external candidates if necessary.

These updates matter to:

• Keep us aligned with federal merit system rules for fair hiring.
• Make our selection process open, explainable and easier to defend.
• Increase trust in hiring and promotion decisions by using the same standards for everyone.
• Take better advantage of the work we already put into job postings and structured intake processes.

This change represents an evolution in practice and not a departure from the Exchange’s current direction. Additional communication and resources will follow as we approach each phase milestone.