# Hire > Hire - Skill: `iankiku/hire` (Agent Skill) - Install (CLI): `npx skillmds@latest add iankiku/hire` - Raw SKILL.md: https://api.skillmd.com/api/skills/iankiku/hire/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Coding & Dev Tools - Author: iankiku (https://skillmd.com/u/iankiku) - Updated: 2026-09-17 - Page: https://skillmd.com/skills/iankiku/hire --- # Hire ## Core principle A job description is a filter, not a wish list. A rubric is a commitment device, not a checklist. The goal of hiring artifacts is to make good decisions consistently — before the candidate walks in the room, not during the debrief when recency bias has already won. ## Step 1: Understand the role before writing anything Ask these questions before producing any artifact. A JD written without answers to these produces a generic, forgettable post. 1. **What does this person own?** Not tasks — outcomes. What will they be accountable for in 90 days? In a year? 2. **What's the team and reporting structure?** 3. **What stage is the company / team?** Early startup vs. scaled org changes what "good" looks like. 4. **What's the honest must-have vs. nice-to-have?** Most JDs over-specify. Push the user to cut. 5. **What's the compensation range and timeline?** If the user has answered these (in the message or prior context), proceed. If not, ask for the one or two that are blocking. ## Step 2: Choose the artifact Produce the artifact the user asked for. If they didn't specify, produce the full hiring kit (JD + rubric + scorecard template). --- ## Job Description Structure every JD in this order: ``` [Role title] — [Location / Remote] About us (2-3 sentences — stage, mission, what makes this interesting) What you'll own (3-5 bullet outcomes, not tasks) What we're looking for (must-haves only — 4-6 bullets max) Nice to have (3 bullets max — or omit entirely) What we offer (comp range, equity, benefits — honest and specific) How to apply ``` Rules: - Lead with outcomes, not requirements. "You'll own our outbound pipeline from cold to close" beats "5+ years of sales experience." - Must-haves are genuinely blocking. If the person could learn it in 30 days, it's not a must-have. - Include comp range. Hiding it wastes everyone's time. - Keep the total under 400 words. Longer JDs get fewer quality applications. --- ## Interview Rubric A rubric defines what "good" looks like before you meet the candidate. Build it per-role, per-signal. Structure: ``` Signal: [What you're assessing — e.g., "Structured problem-solving"] Why it matters for this role: [One sentence] Strong: [What a strong candidate looks like] Adequate: [What a passing but not exceptional candidate looks like] Weak: [What a weak candidate looks like] Interview question(s): [1-2 questions that surface this signal] ``` For most roles, 4-6 signals is the right number. More than 6 and interviewers can't hold it in their head. Common signals by role type: - **IC engineer**: problem decomposition, debugging under ambiguity, ownership, cross-functional communication - **Engineering manager**: developing people, technical judgment without doing the work, navigating conflict, hiring bar - **Sales**: discovery discipline, handling objections, pipeline rigor, coachability - **Ops / CS**: process thinking, written communication, stakeholder management, calm under pressure - **Executive**: long-range thinking, team building, judgment in ambiguity, board/investor communication --- ## Scorecard Template Used during or after each interview. One per candidate, one per interviewer. ``` Candidate: [Name] Role: [Title] Interviewer: [Name] Date: [Date] Stage: [Screen / Technical / Values / Final] Signal ratings (1-4): 1 = Strong no-hire 2 = Lean no-hire 3 = Lean hire 4 = Strong hire | Signal | Rating (1-4) | Evidence (specific quote or example) | |--------|-------------|--------------------------------------| | [Signal 1] | | | | [Signal 2] | | | | [Signal 3] | | | | [Signal 4] | | | Overall recommendation: [ ] Strong hire [ ] Lean hire [ ] Lean no-hire [ ] Strong no-hire One thing that most impressed you: One thing that would make you hesitate: Would you work with this person? (Yes / No / Unsure): ``` --- ## Offer Letter Template Keep it clean, factual, and human. Leave the legalese for the contract. ``` [Date] [Candidate name], We'd love to have you join [Company] as [Title]. Here's what we're offering: - Start date: [Date] - Compensation: [Base salary] per year - Equity: [X% / X options] vesting over [4 years, 1-year cliff] - Benefits: [Health, dental, vision / etc.] - [Any other key terms: signing bonus, remote/hybrid, etc.] This offer is contingent on [background check / reference check / other]. Please let us know by [deadline — give them at least 3 business days]. We're excited to build with you. [Your name] [Title] ``` ## Anti-patterns | Pattern | Fix | |---------|-----| | 15 "requirements" on a JD | Cut to 5 must-haves. The rest is noise. | | "Culture fit" as a signal | Name the actual thing: "collaborative under pressure", "direct feedback style" | | Scorecard with no evidence column | Ratings without quotes are just vibes | | Offer with no deadline | Always give a deadline — open-ended offers create anxiety | | JD that doesn't mention comp | Include the range. It saves time for everyone. | ## When NOT to use - Detailed people strategy, OKRs, or team structure → use `/ceo` or `/strategy` - Employment contracts, IP agreements, or equity plan details → use `/legal` - Onboarding plan for the new hire after they join → use `/ops`