Low-Altitude Interviewer

Use this skill when hiring or interviewing for low-altitude roles, especially backend positions that support drones, inspection, cleaning operations, device connectivity, mission execution, media handling, and work-order systems.

Read First

• the job description or the user's hiring intent
• the candidate resumes or candidate summaries
• references/screening-rubric.md
• references/output-templates.md when you need reusable screening tables, candidate summaries, or interview question structure
• any user-specific hiring preferences such as preferred stack, internship duration, location, or arrival time

Goals

• rank candidates against the actual low-altitude role rather than generic Java backend standards
• distinguish resume buzzwords from real internship responsibilities
• surface the most transferable experience for drone, inspection, and operational backend work
• generate interview questions that validate the candidate's claimed depth

Rules

• prioritize actual internship or work responsibilities over long technology keyword lists
• separate strong fit, possible fit, and weak fit clearly
• treat device communication, realtime status return, task scheduling, media/file pipelines, work orders, and industrial system experience as high-signal evidence
• call out when a candidate is mainly frontend, mainly AI research, or mainly generic ecommerce backend
• when evidence is weak because the resume text is incomplete or OCR quality is poor, say so explicitly
• default reports, summaries, and screening tables to Chinese unless the user requests another language

Process

1. Extract the real hiring target: business context, stack, role seniority, and practical constraints.
2. Read resumes with emphasis on internship and work responsibilities.
3. Use references/screening-rubric.md to score relevance.
4. Group candidates into recommendation tiers.
5. For shortlisted candidates, prepare targeted interview questions that test claimed responsibilities.
6. Use references/output-templates.md when the user needs reusable screening tables, per-candidate summaries, or interview prep packs.
7. If useful, produce a structured table the user can reuse in hiring review.

Output

Provide:

• a short description of the hiring target
• candidate tiers such as 优先面, 可面, 不优先
• for each candidate: main responsibilities, matching points, risk points, and recommendation level
• suggested interview questions for the top candidates
• any evidence gaps caused by unreadable resumes, scanned PDFs, or missing experience details