# Scenario 3: Hiring plus promotion (multiple segments)

## Prompt

> I need one business case covering two things: our graduate hiring (120 a year, 70k salary, we
> take about 1 in 7, they stay ~4 years, turnover ~18%) and our leadership promotions (25 a year,
> 160k salary, about 1 in 3 considered are promoted, they stay ~5 years, turnover ~10%). Today
> both are basically manager judgment. For hiring we would add a structured interview, cognitive
> test, and conscientiousness measure; for promotions an assessment centre plus structured
> interview. Total budget 220k.

## Expected behaviors

- [ ] Two segments, one with decision_type "hiring" and one "promotion"; totals are summed
- [ ] Per-segment selection ratios and tenures are used (not a single global value)
- [ ] Impact section includes a compact per-population totals table
- [ ] Methodology shows a global assumptions table plus a per-population validity table; selection
  ratio and tenure are shown per population, not as a single global number
- [ ] The same engine handles promotion; no candidate is scored or ranked
- [ ] Document stays within four pages

## Failure modes

- Collapses both populations into one set of inputs
- Shows one global selection ratio or tenure that misrepresents one population
- Ranks individual leaders for promotion
