Interview system designer
This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", "design competency matrices", "analyze interviewer bias", "create scoring rubrics", "build question banks", or "optimize hiring systems".
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Source of Interview system designer
Show the full text60 lines
| name | description |
|---|---|
| interview-system-designer | This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", "design competency matrices", "analyze interviewer bias", "create scoring rubrics", "build question banks", or "optimize hiring systems". Use for designing role-specific interview loops, competency assessments, and hiring calibration systems. |
Interview System Designer
Comprehensive interview loop planning and calibration support for role-based hiring systems.
Overview
Use this skill to create structured interview loops, standardize question quality, and keep hiring signal consistent across interviewers.
Core Capabilities
- Interview loop planning by role and level
- Round-by-round focus and timing recommendations
- Suggested question sets by round type
- Framework support for scoring and calibration
- Bias-reduction and process consistency guidance
Quick Start
# Generate a loop plan for a role and level
python3 scripts/interview_planner.py --role "Senior Software Engineer" --level senior
# JSON output for integration with internal tooling
python3 scripts/interview_planner.py --role "Product Manager" --level mid --json
Recommended Workflow
- Run
scripts/interview_planner.pyto generate a baseline loop. - Align rounds to role-specific competencies.
- Validate scoring rubric consistency with interview panel leads.
- Review for bias controls before rollout.
- Recalibrate quarterly using hiring outcome data.
References
references/interview-frameworks.mdreferences/bias_mitigation_checklist.mdreferences/competency_matrix_templates.mdreferences/debrief_facilitation_guide.md
Common Pitfalls
- Overweighting one round while ignoring other competency signals
- Using unstructured interviews without standardized scoring
- Skipping calibration sessions for interviewers
- Changing hiring bar without documenting rationale
Best Practices
- Keep round objectives explicit and non-overlapping.
- Require evidence for each score recommendation.
- Use the same baseline rubric across comparable roles.
- Revisit loop design based on quality-of-hire outcomes.
| 1 | |
| 2 | name "interview-system-designer" |
| 3 | description This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", "design competency matrices", "analyze interviewer bias", "create scoring rubrics", "build question banks", or "optimize hiring systems". Use for designing role-specific interview loops, competency assessments, and hiring calibration systems. |
| 4 | |
| 5 | |
| 6 | # Interview System Designer |
| 7 | |
| 8 | Comprehensive interview loop planning and calibration support for role-based hiring systems. |
| 9 | |
| 10 | ## Overview |
| 11 | |
| 12 | Use this skill to create structured interview loops, standardize question quality, and keep hiring signal consistent across interviewers. |
| 13 | |
| 14 | ## Core Capabilities |
| 15 | |
| 16 | Interview loop planning by role and level |
| 17 | Round-by-round focus and timing recommendations |
| 18 | Suggested question sets by round type |
| 19 | Framework support for scoring and calibration |
| 20 | Bias-reduction and process consistency guidance |
| 21 | |
| 22 | ## Quick Start |
| 23 | |
| 24 | |
| 25 | # Generate a loop plan for a role and level |
| 26 | python3 scripts/interview_planner.py --role "Senior Software Engineer" --level senior |
| 27 | |
| 28 | # JSON output for integration with internal tooling |
| 29 | python3 scripts/interview_planner.py --role "Product Manager" --level mid --json |
| 30 | |
| 31 | |
| 32 | ## Recommended Workflow |
| 33 | |
| 34 | Run `scripts/interview_planner.py` to generate a baseline loop. |
| 35 | Align rounds to role-specific competencies. |
| 36 | Validate scoring rubric consistency with interview panel leads. |
| 37 | Review for bias controls before rollout. |
| 38 | Recalibrate quarterly using hiring outcome data. |
| 39 | |
| 40 | ## References |
| 41 | |
| 42 | `references/interview-frameworks.md` |
| 43 | `references/bias_mitigation_checklist.md` |
| 44 | `references/competency_matrix_templates.md` |
| 45 | `references/debrief_facilitation_guide.md` |
| 46 | |
| 47 | ## Common Pitfalls |
| 48 | |
| 49 | Overweighting one round while ignoring other competency signals |
| 50 | Using unstructured interviews without standardized scoring |
| 51 | Skipping calibration sessions for interviewers |
| 52 | Changing hiring bar without documenting rationale |
| 53 | |
| 54 | ## Best Practices |
| 55 | |
| 56 | Keep round objectives explicit and non-overlapping. |
| 57 | Require evidence for each score recommendation. |
| 58 | Use the same baseline rubric across comparable roles. |
| 59 | Revisit loop design based on quality-of-hire outcomes. |
| 60 |
Discussion
To questionnaireTell us who you need answers from and what you're missing; get back a clean form you send them to fill in.360-Degree Feedback Template SkillDesign a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas.Persona & ScriptStart of the UGC pipeline for persona research, creator profiles, format selection, and scriptwriting. Use when the user is clearly asking for messaging work rather than broad full-pipeline orchestration.Interview meExtracts what the user actually wants instead of what they think they should want. Achieves this through one-question-at-a-time interview until ~95% confidence about the underlying intent. Use when an ask is underspecified ("build me X" without "for whom" or "why now"), when the user explicitly invokes ("interview me", "grill me", "are we sure?", "stress-test my thinking"), or when you catch yourself silently filling in ambiguous requirements before any plan, spec, or code exists.
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