In the Google Project Oxygen case, Prasad Setty stated

$$We want to use data to eliminate bias in decision$-$making, but we don$$t want data to completely erase the role of personal judgment. A few years ago, we ran an experiment in which we tried to use data to determine which engineers should be promoted. Managers weren$$t comfortable with that approach. They wanted data to help them make better decisions, but they didn$$t want a $$black box$$ that used data to arrive at answers without human input."

In this discussion, reflect on what the optimal mix of evidence $($i$.$e$.,$ data$)$ and personal judgment $($or $$gut$)$ should be when making HR decisions. For example, should there be more $$gut$$ than data in promotion decisions?