Create structured interview plans with competencies, questions, rubrics, and debrief templates. — Claude Skill
Een Claude-skill voor Claude Code door Anthropic✓ — uitvoeren met /interview-prep in Claude·Bijgewerkt op 13 jun 2026·vmain@da04ccb
Builds a role-specific interview kit so every candidate is evaluated with the same competencies, evidence-based questions, scorecard, and debrief structure.
- Defines the 4-6 competencies that matter for the role.
- Creates behavioral and situational questions for each competency.
- Adds a 1-4 scoring rubric so interviewers do not rely on gut feel.
- Produces a debrief template for consistent candidate decisions.
Interviewers ask different questions and debrief based on impressions instead of evidence.
Run /interview-prep to create a role-specific interview kit with competencies, questions, rubric, and debrief format.
Voor wie
Wat het doet
Create a fair interview process before candidates enter panel rounds.
Agree what each interviewer should test and how evidence will be scored.
Replace inconsistent questions with structured competencies and rubrics.
Hoe het werkt
Collect role, level, team, hiring goal, must-have skills, and interview panel.
Map each interviewer to competencies they should evaluate.
Generate question bank, follow-up probes, scoring rubric, and debrief template.
Flag areas where interviewers need calibration before using the kit.
Invoeropties
The position, seniority, team, and why the role is open.
Voorbeeld
Role: Customer Success Manager Level: Senior IC Team: Enterprise CS Must evaluate: discovery, executive communication, renewal risk management, product feedback quality, collaboration with sales and support Panel: recruiter screen, hiring manager, peer CSM, sales partner, final debrief Need: interview kit with competencies, questions, scorecard, and debrief template.
| Interviewer | Focus Area | Output | |---|---|---| | Recruiter | Motivation, role fit, logistics | Screen notes and risk flags | | Hiring Manager | Renewal strategy, judgment, customer ownership | Competency scores and evidence | | Peer CSM | Customer communication and prioritization | Behavioral examples | | Sales Partner | Commercial collaboration | Partnering score | | Debrief Group | Decision and leveling | Hire/no-hire with evidence |
| Competency | Behavioral Question | Situational Question | Follow-up Probes | |---|---|---|---| | Renewal risk management | Tell me about a time you saved an at-risk renewal. | A top account says value is unclear 45 days before renewal. What do you do? | What signals mattered? Who did you involve? What changed? | | Executive communication | Tell me about a time you had to reset expectations with an executive sponsor. | A VP asks for a commitment Product cannot make. How do you respond? | How did you balance honesty and relationship? | | Product feedback quality | Describe feedback you gave Product that changed a roadmap or workflow. | Five customers ask for different versions of the same feature. How do you summarize it? | What evidence did you include? |
| Score | Meaning | Evidence Standard | |---:|---|---| | 1 | Below bar | Vague answers, no ownership, weak examples | | 2 | Mixed | Some relevant examples, but gaps in judgment or clarity | | 3 | Meets bar | Clear examples, sound judgment, repeatable approach | | 4 | Strong signal | Deep examples, measurable impact, teaches the panel something useful |
```markdown ## Candidate Debrief: [Name] ### Summary Recommendation Hire / No Hire / Hold ### Evidence by Competency | Competency | Score | Evidence | Concern | |---|---:|---|---| | Renewal risk management | [1-4] | [Specific example] | [Concern] | ### Open Questions - [Question that affects decision] ### Decision - Level: - Offer risk: - Next step: ```
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Interview Prep
Create structured interview plans to evaluate candidates consistently and fairly.
Interview Design Principles
- Structured: Same questions for all candidates in the role
- Competency-based: Map questions to specific skills and behaviors
- Evidence-based: Use behavioral and situational questions
- Diverse panel: Multiple perspectives reduce bias
- Scored: Use rubrics, not gut feelings
Interview Plan Components
Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes
Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
Debrief Template
Structured format for interviewers to share findings and make a decision.
Output
Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.
Referentiedocumenten
name: interview-prep description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
Interview Prep
Create structured interview plans to evaluate candidates consistently and fairly.
Interview Design Principles
- Structured: Same questions for all candidates in the role
- Competency-based: Map questions to specific skills and behaviors
- Evidence-based: Use behavioral and situational questions
- Diverse panel: Multiple perspectives reduce bias
- Scored: Use rubrics, not gut feelings
Interview Plan Components
Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes
Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
Debrief Template
Structured format for interviewers to share findings and make a decision.
Output
Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.