# Hiring Interview Workflows

> This skill should be used when the user asks to "write a job description", "generate interview questions", "create a scorecard", "prepare a debrief", mentions "hiring", "recruiting", "candidates", "interview loop", "job posting", or discusses any part of the engineering hiring process.

- Skill: `dzhibas/hiring-interview-workflows` (Agent Skill)
- Install (CLI): `npx skillmds@latest add dzhibas/hiring-interview-workflows`
- Raw SKILL.md: https://api.skillmd.com/api/skills/dzhibas/hiring-interview-workflows/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: dzhibas (https://skillmd.com/u/dzhibas)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/dzhibas/hiring-interview-workflows

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# Hiring and Interview Workflows

## Job Description Drafting

1. Ask for: role level, team, key technologies, and must-have vs. nice-to-have skills
2. Draft JD with sections:
   - **About the team**: What the team does, its mission, and current challenges
   - **What you'll do**: 4-6 concrete responsibilities (not vague aspirations)
   - **What we're looking for**: Must-have and nice-to-have qualifications
   - **Why join us**: Team culture, growth opportunities, impact
3. Flag exclusionary language and suggest inclusive alternatives
4. Calibrate requirements to the level — avoid senior expectations for mid-level roles
5. Include compensation range placeholder and growth trajectory

## Interview Question Generation

Generate behavioral and technical questions organized by competency area:

### Technical Depth
- "Walk me through a system you designed that had to handle [relevant constraint]. What trade-offs did you make?"
- "Describe a production incident you led the response for. What was your process and what did you change afterward?"
- "Tell me about a time you inherited a legacy system. How did you approach improving it?"

### Collaboration & Communication
- "Tell me about a time you disagreed with a technical decision. How did you handle it?"
- "Describe how you've mentored a junior engineer through a challenging project"
- "Give an example of how you've communicated a complex technical concept to a non-technical stakeholder"

### Problem-Solving
- "Give an example of a time you identified a problem before it became urgent. What did you do?"
- "Describe a situation where you had to make a decision with incomplete information"

Tag each question with the competency it assesses and the signal to look for in a strong answer.

## Scorecard Template

Generate interview scorecards with:

- Competency areas: technical depth, collaboration, problem-solving, culture add
- Rating scale: 1-4 with behavioral anchors for each level
  - 1 = Does not meet bar — significant concerns
  - 2 = Below bar — some gaps in this area
  - 3 = Meets bar — demonstrated competency with solid examples
  - 4 = Exceeds bar — exceptional examples, would raise the team's level
- Space for specific evidence and quotes from the interview
- Overall recommendation: Strong hire / Hire / No hire / Strong no hire
- Sections for red flags and bright spots

## Debrief Facilitation

Prepare debrief structure:

1. **Independent assessment first**: Each interviewer shares their rating and top evidence before group discussion (prevents anchoring bias)
2. **Competency review**: Walk through each competency area, compare ratings
3. **Evidence check**: Focus on specific examples, not impressions or gut feel
4. **Disagreement discussion**: Explore areas where interviewers diverged
5. **Consensus**: Reach a recommendation with documented rationale
6. **Decision documentation**: Capture the final decision, key evidence, concerns, and any conditions

Generate a debrief summary template that captures the final decision and can be filed for future reference.