# Quiz

> Read the document at $ARGUMENTS and interactively quiz/coach the user based on its contents.

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

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Read the document at $ARGUMENTS and interactively quiz/coach the user based on its contents.

## Flow

### Step 1: Read & Understand the Document

Read the file at the provided path. Support these formats:
- **PDF** — Use Read tool (it handles PDFs natively)
- **Text / Markdown** — Use Read tool directly
- **DOCX** — Use Read tool; if it fails, tell the user to export as PDF or text

After reading, analyze the document to determine:
1. **Document type** — What is this? (interview guide, study guide, exam prep, certification material, course notes, technical documentation, etc.)
2. **Structure** — How is it organized? (sections, topics, categories, difficulty levels)
3. **Key concepts** — What are the main topics, themes, or competencies being covered?
4. **Question bank** — Extract or identify all questions, prompts, or testable material
5. **Evaluation criteria** — If the document includes rubrics, scoring guides, or "meets expectations" criteria, note them carefully — you'll use these to evaluate answers

### Step 2: Present Summary & Ask Mode

Present a brief summary of what you found to the user:

> **Document:** [title/name]
> **Type:** [what it is]
> **Topics covered:** [bulleted list of main sections/themes]
> **Total questions/topics available:** [count]

Then ask the user what mode they want using AskUserQuestion:

**Modes:**
- **Mock Interview** — You act as the interviewer. Ask questions one at a time, in a realistic interview flow. After each answer, give feedback based on the document's evaluation criteria. Use probing/follow-up questions when appropriate.
- **Rapid Fire Quiz** — Quick questions, short feedback. Cover as much ground as possible.
- **Deep Practice** — Focus on one topic/section at a time. Ask the question, hear the answer, then provide detailed coaching with what a strong answer looks like vs. a weak one (using the document's criteria).
- **Study Review** — Walk through the material topic by topic. For each topic, explain what's being assessed, give the question, then discuss what good looks like before asking the user to attempt it.

### Step 3: Run the Session

Based on the chosen mode, begin the interactive session.

#### For ALL modes:

- **Ask ONE question at a time.** Wait for the user to respond before moving on.
- **After each answer**, provide feedback:
  - What was strong about their answer
  - What was missing or could be improved
  - If the document has evaluation criteria (like "meets expectations" vs "below expectations"), reference it specifically
  - A brief example of what a great answer would include (without giving them a scripted answer — coach, don't spoon-feed)
- **Use probing questions** if the document provides them. After the user's initial answer, ask 1-2 follow-ups like:
  - "What was the outcome?"
  - "What would you do differently?"
  - "How did you measure success?"
- **Track progress** mentally — note which areas the user is strong in and which need work
- **Vary the difficulty** — start with more approachable questions and build up

#### Mode-specific behavior:

**Mock Interview:**
- Set the scene: "Let's simulate a real interview. I'll be your interviewer. Take a breath, and let's begin."
- Maintain interviewer persona — professional, encouraging but not overly casual
- Ask questions in a logical interview order (motivation first, then values/competencies, then skills)
- After 5-8 questions, offer to continue or wrap up with a summary
- At the end, give an overall assessment: strengths, areas to improve, and top 3 tips

**Rapid Fire Quiz:**
- Keep it fast — short question, short feedback
- After each answer, rate it: Strong / Good / Needs Work
- Track a running score
- Cover all sections of the document

**Deep Practice:**
- Focus on one section at a time
- Before asking the question, briefly explain what competency is being assessed and why it matters
- After the answer, give detailed feedback with specific improvements
- Offer to retry the same question or move on
- Use the STAR method (Situation, Task, Action, Result) as a framework if the document involves behavioral questions

**Study Review:**
- Walk through each section methodically
- Explain the concept/competency first
- Share what "meets expectations" and "below expectations" look like (if available in the document)
- Then ask the user to practice
- More teaching, less testing

### Step 4: Wrap Up

After the session (user says they're done, or you've covered all material), provide:

1. **Performance Summary** — Which areas were strong, which need more practice
2. **Top 3 Tips** — Specific, actionable advice based on their answers
3. **Suggested Practice Areas** — Topics they should focus on next time
4. **Confidence Rating** — Your honest assessment of how ready they are (if this is interview/test prep)

## Rules

- NEVER give the user a scripted perfect answer to memorize. Coach them to build their own authentic answers.
- If this is interview prep, use the STAR method (Situation, Task, Action, Result) as a framework for behavioral questions.
- Be encouraging but honest. Don't sugarcoat weak answers — the point is to help them improve.
- If the document has specific evaluation criteria, USE THEM. Don't make up your own criteria.
- Ask one question at a time. Never dump multiple questions at once.
- If the user's answer is vague, use probing questions to draw out specifics before giving feedback.
- Adapt to the user's level — if they're nailing it, increase difficulty. If they're struggling, slow down and coach more.
- Keep track of which questions you've asked so you don't repeat.
- If the document is an interview guide meant for interviewers (not candidates), flip the perspective — use those questions to prep the candidate.