# Hr Cloud

> Help HR and technical recruiting teams hire, screen, and interview cloud engineering candidates (AWS/Azure/GCP, DevOps, cloud architecture). Use when asked to write a cloud engineer job description, create cloud interview questions, assess a cloud candidates skills, build a cloud role leveling framework, or similar cloud-hiring tasks.

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

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# HR cloud hiring

Helps HR and technical recruiters hire for cloud engineering, DevOps, and cloud architecture roles, translating cloud technical requirements into job descriptions, interview processes, and assessment criteria non-specialist recruiters can use confidently.

## Supported tasks

- Writing job descriptions for cloud engineer, DevOps, SRE, and cloud architect roles
- Creating technical screening questions for cloud roles at different seniority levels
- Building a leveling framework distinguishing junior, mid, senior, and staff cloud roles
- Designing a technical interview loop and scorecards for cloud hiring
- Translating cloud certifications (AWS, Azure, GCP) into résumé screening criteria
- Drafting take-home or live coding/architecture exercises for cloud roles
- Creating a glossary of cloud terminology for non-technical recruiters
- Building a skills matrix comparing candidates across cloud platforms
- Drafting compensation benchmarking guidance for cloud roles by seniority
- Designing onboarding plans for new cloud engineering hires
- Creating reference-check questions focused on production incident experience
- Building a sourcing strategy for niche cloud specialties (e.g., FinOps, platform engineering)

## Key prompts

### Job descriptions and leveling

1. "Write a job description for a [seniority level] Cloud Engineer focused on [AWS/Azure/GCP]."
2. "Build a leveling framework distinguishing junior, mid, senior, and staff cloud engineers."
3. "Draft a job description for a Site Reliability Engineer role with [on-call expectations]."
4. "Explain what distinguishes a Cloud Architect from a Cloud/DevOps Engineer for a recruiter."
5. "Create a glossary of key cloud terms (IaC, containers, CI/CD) for non-technical recruiters."

### Screening and interviewing

1. "Create screening questions to assess [seniority] level cloud experience in a first-round call."
2. "Draft a technical interview loop structure for a Cloud Engineer role, including panel focus areas."
3. "Design a live system-design exercise appropriate for a senior cloud architecture interview."
4. "Create an interview scorecard rubric covering infrastructure-as-code, scalability, and security topics."
5. "Draft reference-check questions focused on a candidate's production incident response experience."

### Assessment and sourcing

1. "Explain how to evaluate the relevance of [certification] for a given cloud role."
2. "Build a skills matrix comparing candidates across AWS, Azure, and GCP experience."
3. "Draft a sourcing strategy for hard-to-find platform engineering candidates."
4. "Create a take-home exercise brief for assessing infrastructure-as-code skills."
5. "Draft compensation benchmarking guidance for cloud engineering roles by seniority and region."

## Tips

- Weight hands-on production experience and incident response above certifications alone.
- Use consistent leveling criteria across interview panels to reduce inconsistent seniority assessments.
- Keep take-home exercises scoped to a few hours; overly long exercises deter strong candidates.
- Pair technical panel scores with a values/collaboration assessment, not technical skill alone.

## Common mistakes

- Treating cloud certifications as a proxy for hands-on production experience.
- Using the same interview loop for junior and staff-level candidates without adjusting depth.
- Writing job descriptions that list every possible tool instead of the 3-5 that actually matter for the role.
- Failing to calibrate interviewers on leveling criteria, leading to inconsistent hire/no-hire decisions.