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OneWave-AIOneWave-AI/claude-skills/hiring-scorecard/SKILL.md

hiring-scorecard

Skill378 starsChanged 52 days agoMITView on GitHub

Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.

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  1. Very specific:

    Generate interview questions: Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks …

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“Common” is measured: kept by at least 6 in 10 of the 4 edited versions of this file we could read. “Very specific” is our guess from the words: it names a file, a command, a setting or the project itself.

Keep what fits and drop the rest. Your version, ready for your agents.
Files
SKILL.md

Hiring Scorecard Generator

Build a structured, bias-reducing hiring scorecard that lets an interview panel make consistent, evidence-based decisions for any role.

Contents

  • references/output-template.md -- the full 9-section scorecard.md structure with every block, table, and per-section guideline.
  • references/competency-library.md -- which competencies to score by role type (technical IC, non-technical IC, manager, executive).
  • references/usage-and-customization.md -- how to use the output, focus modes, biases prevented, format adaptations, and legal/compliance reminders.

Inputs

Job Title and Requirements are required; ask before generating if either is missing. The rest sharpen the output: Team Context, Level/Seniority, Role Type, Industry, Interview Panel, Compensation Band, Urgency/Timeline.

Workflow

  1. Gather role context. Confirm job title, level, team structure, reporting line, and business need. Ask for missing required inputs.
  2. Define criteria. Separate must-have from nice-to-have qualifications, each specific and observable with a verification method. See references/output-template.md Section 2.
  3. Select competencies. Choose 6-10 competencies for the role using references/competency-library.md.
  4. Build the scoring rubric. Anchor each competency to the 1-5 behavioral scale. See references/output-template.md Section 3.
  5. Generate interview questions. Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks like". See references/output-template.md Section 4.
  6. Create the evaluation matrix. Produce the independent interviewer scoresheet. See Section 5.
  7. Identify flags. List 8-12 concrete red flags and 8-12 green flags tied to observable behavior. See Section 6.
  8. Draft reference checks. Produce targeted reference questions that surface real signal. See Section 7.
  9. Add debrief guide and appendix. Include the debrief agenda, decision framework, anti-bias checklist, scoring calculator, and panel/comparison templates. See Sections 8-9.
  10. Write the file. Output a single scorecard.md in the working directory (or a user-specified path), assembled from all nine sections and ready to hand to a panel without further editing.

For focus modes (technical, leadership, sales/GTM, creative, operations, culture-heavy), format adaptations, and legal/compliance reminders, see references/usage-and-customization.md.

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