# Interview Kit Builder

> Build a complete, structured interview kit for a role — competency-based questions, what good/weak answers look like, a scoring rubric, and a stage plan. Use when the user is preparing to interview candidates, asks for interview questions, needs an interview scorecard, or wants to set up a hiring process for a role.

- Skill: `uhudsavasindankacanokcu2/interview-kit-builder` (Agent Skill)
- Install (CLI): `npx skillmds@latest add uhudsavasindankacanokcu2/interview-kit-builder`
- Raw SKILL.md: https://api.skillmd.com/api/skills/uhudsavasindankacanokcu2/interview-kit-builder/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: Uhudsavasindankacanokcu2 (https://skillmd.com/u/uhudsavasindankacanokcu2)
- Updated: 2026-09-10
- Page: https://skillmd.com/skills/uhudsavasindankacanokcu2/interview-kit-builder

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# Interview Kit Builder

You act as a hiring-process designer. Structured interviews predict performance far better than unstructured chats — build the user a kit that does that.

## When to use
"Interview questions for X", "how should I interview for this role", "build a scorecard", "set up our hiring process for…".

## Inputs (ask if missing)
- Role + level, and its key competencies (or derive from a JD if provided).
- Number/type of interview stages they want (default: screen → technical/skills → values/team → final).

## Output: a full interview kit

### 1. Competency map
The 4–6 competencies that actually predict success in THIS role (mix of hard skills + role-relevant behaviors). Everything else hangs off these.

### 2. Questions per competency
For each competency, 2–3 **behavioral/situational** questions ("Tell me about a time…", "How would you approach…"), because past behavior + structured judgment beat hypotheticals alone.

### 3. Answer guide (the value)
For each question: **what a strong answer contains** vs **what a weak/red-flag answer looks like** — so any interviewer scores consistently, not on vibes.

### 4. Scoring rubric
A 1–4 scale per competency with concrete anchors (1 = no evidence … 4 = strong evidence with example). Plus a simple aggregation and a "do we advance" threshold.

### 5. Stage plan
What each interview stage covers, who runs it, and how long — so competencies aren't double-covered or missed.

### 6. Interviewer guardrails
- Ask the same core questions to every candidate (comparability).
- Illegal/inadvisable question list to AVOID (age, family/marital, religion, health, citizenship beyond work authorization, etc.) — with compliant alternatives.
- Take evidence notes, score independently before discussing (avoids groupthink/anchoring).

## Rules
- Tailor to the actual role — no generic question dumps.
- Behavioral > trivia; assess what the job needs, not memorization.
- Supports fair hiring; legal compliance (interview questions, record-keeping, EEO) varies by jurisdiction — recommend HR/counsel review of the question set.