Interview Prep

Create comprehensive interview plans with competency-based questions, structured scorecards, and evaluation rubrics. Ensure consistent, fair, and effective candidate assessment.

Workflow

Step 1: Define the Interview Structure

Based on the role and stage, determine:

• Core competencies to assess (3-5 per interview round):
  • Technical skills specific to the role
  • Problem-solving and analytical thinking
  • Communication and collaboration
  • Leadership and influence (for senior roles)
  • Culture alignment and values fit
• Interview format:
  • Phone screen (30 min): Culture fit, motivation, basic qualifications
  • Technical (45-60 min): Skills assessment, problem-solving, domain knowledge
  • Behavioral (45 min): Past experience, competency-based questions
  • Hiring manager (45 min): Team fit, growth trajectory, mutual evaluation
  • Executive (30 min): Strategic thinking, leadership, company alignment
  • Panel (60 min): Cross-functional assessment with multiple interviewers

Step 2: Generate Competency-Based Questions

For each competency, create 2-3 questions using the STAR format (Situation, Task, Action, Result):

Structure each question with:

• The primary question
• 2-3 follow-up probes to go deeper
• What a strong answer includes (green flags)
• What a weak answer looks like (red flags)
• How the question maps to the competency being assessed

Question types to include:

• Behavioral: "Tell me about a time when..."
• Situational: "How would you handle..."
• Technical: Role-specific problem-solving
• Motivation: "Why this role / company / domain"
• Values: Questions that reveal decision-making principles

Step 3: Build the Scorecard

Create a structured scorecard with:

• Each competency rated on a 1-4 scale:
  • 1 = Does not meet expectations
  • 2 = Partially meets expectations
  • 3 = Meets expectations
  • 4 = Exceeds expectations
• Behavioral anchors for each rating level
• Space for evidence and specific examples
• Overall recommendation: Strong Hire / Hire / No Hire / Strong No Hire

Step 4: Add Logistics and Guidelines

Include interviewer guidance:

• Opening script (put candidate at ease, explain the format)
• Time allocation per question section
• Legal compliance reminders (questions to avoid)
• Candidate question time (reserve last 5-10 minutes)
• Debrief instructions and timeline

Output Format

## Interview Plan: [Role] — [Stage]

**Duration**: [X] minutes
**Competencies Assessed**: [list]
**Interviewer**: [name/TBD]

### Opening (5 minutes)
- Welcome and introductions
- Explain the interview format
- [Customize based on stage]

### Questions

#### Competency 1: [Name] (XX minutes)

**Q1**: [Primary question]
- Probe: [Follow-up 1]
- Probe: [Follow-up 2]
- Green flags: [What strong answers include]
- Red flags: [What weak answers look like]

**Q2**: [Primary question]
- Probe: [Follow-up 1]
- Green flags: [indicators]
- Red flags: [indicators]

#### Competency 2: [Name] (XX minutes)
[Same structure]

### Candidate Questions (5-10 minutes)
Reserve time for the candidate to ask questions.

### Closing (2 minutes)
- Thank the candidate
- Explain next steps and timeline

---

## Scorecard

| Competency              | 1 (Below) | 2 (Partial) | 3 (Meets) | 4 (Exceeds) | Score | Evidence |
|------------------------|-----------|-------------|-----------|-------------|-------|----------|
| [Competency 1]          | [anchor]  | [anchor]    | [anchor]  | [anchor]    |       |          |
| [Competency 2]          | [anchor]  | [anchor]    | [anchor]  | [anchor]    |       |          |
| [Competency 3]          | [anchor]  | [anchor]    | [anchor]  | [anchor]    |       |          |

**Overall Recommendation**: [ ] Strong Hire  [ ] Hire  [ ] No Hire  [ ] Strong No Hire

**Key Strengths**:
**Key Concerns**:
**Additional Notes**:

Examples

User: "Create an interview plan for a Senior Frontend Engineer, technical round." Action: Build a 60-minute technical interview covering React architecture, performance optimization, system design, and code quality. Include coding prompts and evaluation rubrics.

User: "I need behavioral interview questions for a Product Manager." Action: Generate STAR-format questions covering stakeholder management, prioritization, data-driven decision making, and cross-functional leadership.

User: "Scorecard for an engineering manager phone screen." Action: Create a 30-minute phone screen scorecard assessing leadership style, technical depth, team building, and motivation alignment.

Best Practices

• Limit each interview round to 3-5 competencies. Trying to assess everything in one session leads to shallow evaluation.
• Use the same questions for all candidates at the same stage to ensure fair comparison.
• Include at least one question that tests for learning agility, not just existing knowledge.
• Write behavioral anchors for each score level before the interview, not after.
• Remind interviewers to avoid illegal questions about age, family status, religion, national origin, disability, or marital status.
• Time-box each section. Without structure, interviewers spend too long on early questions and rush the end.
• Include a "candidate questions" section. What candidates ask reveals priorities and preparation.
• For technical interviews, prefer questions that mirror actual job tasks over abstract puzzles.
• Debrief should happen within 24 hours while memory is fresh. Scorecards completed days later are unreliable.
• Calibrate interviewers periodically. Different interviewers using the same scorecard should produce similar ratings for the same candidate performance.