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Auto-regenerated by scripts/generate-docs.py after the post-restructure fix. Covers slo-architect, ship-gate, chaos-engineering, kubernetes-operator, feature-flags-architect, llm-wiki, tc-tracker, and 185 other skills now properly surfaced under their domain index pages.
70 lines
2.6 KiB
Markdown
70 lines
2.6 KiB
Markdown
---
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title: "Interview System Designer — Agent Skill for Codex & OpenClaw"
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description: "This skill should be used when the user asks to 'design interview processes', 'create hiring pipelines', 'calibrate interview loops', 'generate. Agent skill for Claude Code, Codex CLI, Gemini CLI, OpenClaw."
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---
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# Interview System Designer
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<div class="page-meta" markdown>
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<span class="meta-badge">:material-rocket-launch: Engineering - POWERFUL</span>
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<span class="meta-badge">:material-identifier: `interview-system-designer`</span>
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<span class="meta-badge">:material-github: <a href="https://github.com/alirezarezvani/claude-skills/tree/main/engineering/skills/interview-system-designer/SKILL.md">Source</a></span>
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</div>
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<div class="install-banner" markdown>
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<span class="install-label">Install:</span> <code>claude /plugin install engineering-advanced-skills</code>
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</div>
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Comprehensive interview loop planning and calibration support for role-based hiring systems.
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## Overview
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Use this skill to create structured interview loops, standardize question quality, and keep hiring signal consistent across interviewers.
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## Core Capabilities
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- Interview loop planning by role and level
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- Round-by-round focus and timing recommendations
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- Suggested question sets by round type
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- Framework support for scoring and calibration
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- Bias-reduction and process consistency guidance
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## Quick Start
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```bash
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# Generate a loop plan for a role and level
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python3 scripts/interview_planner.py --role "Senior Software Engineer" --level senior
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# JSON output for integration with internal tooling
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python3 scripts/interview_planner.py --role "Product Manager" --level mid --json
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```
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## Recommended Workflow
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1. Run `scripts/interview_planner.py` to generate a baseline loop.
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2. Align rounds to role-specific competencies.
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3. Validate scoring rubric consistency with interview panel leads.
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4. Review for bias controls before rollout.
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5. Recalibrate quarterly using hiring outcome data.
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## References
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- `references/interview-frameworks.md`
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- `references/bias_mitigation_checklist.md`
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- `references/competency_matrix_templates.md`
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- `references/debrief_facilitation_guide.md`
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## Common Pitfalls
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- Overweighting one round while ignoring other competency signals
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- Using unstructured interviews without standardized scoring
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- Skipping calibration sessions for interviewers
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- Changing hiring bar without documenting rationale
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## Best Practices
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1. Keep round objectives explicit and non-overlapping.
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2. Require evidence for each score recommendation.
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3. Use the same baseline rubric across comparable roles.
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4. Revisit loop design based on quality-of-hire outcomes.
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