Design interview processes, create hiring pipelines

Interview system designer

by alirezarezvani · MIT license · ★ 26,349 on GitHub · updated Aug 30

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…

---
name: "interview-system-designer"
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.
---

# 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

Overview

Comprehensive interview loop planning and calibration support for role-based hiring systems.

Manual install (npx, ZIP)

Claude Codenpx skills add alirezarezvani/claude-skills --skill interview-system-designer -g -a claude-code

Claude Code (manual)

mkdir -p ~/.claude/skills && curl -sL https://codeload.github.com/alirezarezvani/claude-skills/tar.gz/19392f7a0826 \
  | tar -xz -C ~/.claude/skills --strip-components=3 claude-skills-19392f7a0826/engineering/skills/interview-system-designer

Windows (PowerShell)

New-Item -ItemType Directory -Force "$HOME\.claude\skills" | Out-Null; Invoke-WebRequest "https://m.agentalley.io/zip/1de3447f291b8a1b3702/interview-system-designer.zip" -OutFile "$env:TEMP\interview-system-designer.zip"; Expand-Archive "$env:TEMP\interview-system-designer.zip" -DestinationPath "$HOME\.claude\skills" -Force

Claude.ai / desktopDownload the ZIP and upload it under Settings → Capabilities → Skills.

Codex, Cursor, other agentsPoint them at SKILL.md. The other files are plain text.

Connects with Agent Alley MCP · agentalley.io/mcp

Files included

SKILL.md2.2 KB
README.md11.4 KB
hiring_calibrator.py60.6 KB
loop_designer.py44.7 KB
question_bank_generator.py51.3 KB
assets/2 files · 15.2 KB
expected_outputs/4 files · 45.3 KB
references/4 files · 47.8 KB
scripts/1 file · 4.6 KB

Read the files here

alirezarezvani/19392f716 files

SKILL.md

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interview-system-designer/SKILL.md60 lines · 2.2 KB

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Outline

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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.py to 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.md
references/bias_mitigation_checklist.md
references/competency_matrix_templates.md
references/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	```bash
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	1. Run `scripts/interview_planner.py` to generate a baseline loop.
35	2. Align rounds to role-specific competencies.
36	3. Validate scoring rubric consistency with interview panel leads.
37	4. Review for bias controls before rollout.
38	5. 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	1. Keep round objectives explicit and non-overlapping.
57	2. Require evidence for each score recommendation.
58	3. Use the same baseline rubric across comparable roles.
59	4. Revisit loop design based on quality-of-hire outcomes.
60