# Hr Ar Vr

> Help HR and recruiting teams hire and assess AR/VR (augmented and virtual reality) engineering and design candidates. Use when asked to write an AR/VR engineer job description, create a spatial computing interview, assess an AR/VR candidates portfolio, build an AR/VR role leveling framework, or similar AR/VR hiring tasks.

- Skill: `tuanductran/hr-ar-vr` (Agent Skill, multi-file: 4 files)
- Install (CLI): `npx skillmds@latest add tuanductran/hr-ar-vr`
- Raw SKILL.md: https://api.skillmd.com/api/skills/tuanductran/hr-ar-vr/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: tuanductran (https://skillmd.com/u/tuanductran)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/tuanductran/hr-ar-vr

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# HR AR/VR hiring

Helps HR and recruiting teams hire across AR/VR and spatial computing roles — engineering, 3D/UX design, and performance optimization — for an emerging and fast-evolving field.

## Supported tasks

- Writing job descriptions for AR/VR engineer, spatial UX designer, and 3D artist roles
- Building a leveling framework for AR/VR engineering and design roles
- Creating technical screening questions covering performance optimization for real-time rendering
- Designing portfolio review guides for spatial UX and 3D art candidates
- Drafting interview questions on motion sickness/comfort design considerations
- Building a glossary of AR/VR/spatial computing terminology for non-technical recruiters
- Creating a skills matrix comparing candidates across platforms (Unity XR, Unreal, native SDKs)
- Drafting reference-check questions focused on shipped AR/VR applications
- Designing a sourcing strategy for niche spatial computing talent
- Building compensation benchmarking guidance for AR/VR roles
- Creating onboarding plans for new AR/VR hires, including hardware/headset setup
- Auditing job postings for outdated or overly narrow AR/VR platform requirements

## Key prompts

### Job descriptions and leveling

1. "Write a job description for a [seniority] AR/VR Engineer role using [Unity XR/Unreal/native SDK]."
2. "Build a leveling framework distinguishing junior, mid, and senior spatial computing engineers."
3. "Explain the difference between a spatial UX designer and a 3D artist for a recruiter."
4. "Create a glossary of AR/VR terms (six degrees of freedom, foveated rendering, hand tracking) for non-technical recruiters."
5. "Draft a job description for a spatial UX designer role focused on comfort and accessibility."

### Portfolio and technical evaluation

1. "Create a portfolio review guide for evaluating a spatial UX designer's past shipped experiences."
2. "Draft interview questions covering real-time rendering performance optimization for headset hardware constraints."
3. "Design interview questions probing a candidate's approach to reducing motion sickness in VR experiences."
4. "Build a skills matrix comparing candidates' experience across Unity XR, Unreal, and native platform SDKs."
5. "Draft a take-home exercise asking a candidate to prototype a basic interaction pattern in AR/VR."

### Sourcing and evaluation

1. "Draft a sourcing strategy for finding spatial computing engineers from adjacent game development backgrounds."
2. "Draft reference-check questions focused on a candidate's role in a shipped AR/VR application."
3. "Create compensation benchmarking guidance for AR/VR roles by specialization and region."
4. "Draft onboarding guidance for a new AR/VR hire covering headset and lab hardware setup."
5. "Audit this job posting for outdated platform requirements given how quickly AR/VR tooling evolves."

## Tips

- Review actual shipped or demo-able AR/VR experiences whenever possible; static portfolios undersell spatial work.
- Weight performance-optimization experience heavily, since headset hardware constraints are far tighter than typical screens.
- Ask specifically about comfort/motion-sickness design decisions, a domain-specific and often overlooked skill.
- Plan onboarding to include headset and lab hardware setup, which takes longer than standard software onboarding.

## Common mistakes

- Evaluating AR/VR candidates only through static images/video instead of hands-on or live demo review.
- Underweighting performance optimization skill, critical given tight headset hardware constraints.
- Ignoring comfort and accessibility design considerations specific to spatial computing.
- Writing job postings around platform requirements that are already outdated given the field's fast pace of change.