Following on from our last post about Netflix’s Titan — a haunting reminder of how even the smartest teams can make catastrophic decisions when bias clouds judgment.

The second half of the film revealed subtler patterns — ones that don’t explode in a single moment, but slowly unravel through thousands of hiring decisions.

Here are 3 more biases from the film that mirror what we see in talent assessments — just less visibly:

🔹 𝗚𝗿𝗼𝘂𝗽𝘁𝗵𝗶𝗻𝗸

The team avoided dissent to preserve harmony, and some were afraid of speaking up.

In hiring, this happens when panel members prioritize agreement over challenge, nodding along instead of probing deeper. A diverse panel is worthless if everyone defers to consensus.

🔹 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗕𝗶𝗮𝘀

OceanGate dismissed traditional safety standards, convinced their novel design was “better by default.”

We see this in hiring when flashy AI tools are adopted without questioning their underlying assumptions, including the myth that algorithms are objective.

🔹 𝗔𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 𝗕𝗶𝗮𝘀

Even when concerns were valid, the team deferred to the founder’s vision. In interviews, dominant personalities or senior stakeholders can skew decisions, often unintentionally, by overshadowing balanced evaluation.

At Informed Decisions, we’re building more than software.

We’re creating a feedback-rich, bias-aware hiring system — one that uses behavioral nudging, continuous learning, and data-driven insight to surface and address what we don’t see.

Because if you’re not learning from every hire,

You’re embedding invisible bias into your future team.

Picture source: Netflix