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claude-skills/engineering/skills/interview-system-designer/references/interview-frameworks.md
Reza Rezvani 1851c8fb09 fix(plugins): restructure 9 multi-skill domain plugins into ./skills/ layout 
Same root cause as #587/#591 — Claude Code's runtime loader rejects
array-form skills paths like ["./content-production", "./ai-seo", ...]
even when each entry is a valid subdirectory containing SKILL.md.
`claude plugin validate` accepts them but the loader does not.

The proven canonical layout (used by self-improving-agent in #536):

  <plugin>/
  ├── .claude-plugin/plugin.json    skills: "./skills"
  └── skills/
      ├── <skill-1>/SKILL.md
      ├── <skill-2>/SKILL.md
      └── ...

Restructured 9 multi-skill domain plugins:
- business-growth (4 skills moved)
- c-level-advisor (28)
- engineering (36)
- engineering-team (32)
- finance (2)
- marketing-skill (43)
- product-team (12)
- project-management (8)
- ra-qm-team (13)

Also fixed standalone plugins that had root SKILL.md + ./skills/ subdir
(agenthub, autoresearch-agent, executive-mentor, playwright-pro). The
loader rejected them despite skills="./skills" because of the conflicting
root SKILL.md (compare self-improving-agent which works because PR #536
moved its root SKILL.md). Moved each root SKILL.md into ./skills/<name>/.

Restored standalone plugin folders to their original paths after the
multi-skill restructure swept them into parent skills/ directories
(marketplace.json source paths require original locations).

Removed 7 orphaned marketplace entries that pointed to skill folders
without their own plugin.json (content-creator, demand-gen,
fullstack-engineer, aws-architect, product-manager, scrum-master,
skill-security-auditor) — these were already non-functional.

Bumped patch versions on every changed plugin and synced
marketplace.json. Marketplace now lists 29 working plugins (down
from 36).

After merge: users run `/plugin marketplace update claude-code-skills`
followed by `/plugin update --all` to pick up the working layout.
2026-05-02 22:51:20 +02:00

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Interview Frameworks

Loop Design by Level

Junior/Mid

  • Emphasize fundamentals, debugging, and growth potential.
  • Keep loops concise with coding + behavioral validation.

Senior

  • Add system design and leadership rounds.
  • Evaluate tradeoff quality, mentoring, and cross-team collaboration.

Staff+

  • Focus on architecture direction and organizational impact.
  • Assess strategy, influence, and long-term technical judgment.

Competency Areas

  • Technical depth (implementation, design, quality)
  • Problem solving (ambiguity handling, prioritization)
  • Collaboration (communication, stakeholder alignment)
  • Leadership (ownership, mentoring, influence)

Scoring Rubric Baseline

  • 4: exceeds level expectations with strong evidence
  • 3: meets expectations consistently
  • 2: partial signal with notable gaps
  • 1: does not meet baseline requirements

Calibration Guidelines

  • Run recurring interviewer calibration sessions.
  • Compare interviewer scoring variance across rounds.
  • Track interview signal against new-hire outcomes.
  • Use structured debriefs with independent scoring before discussion.

Bias-Reduction Baseline

  • Standardize question banks per competency area.
  • Keep scorecards evidence-based and behavior-specific.
  • Use diverse interviewer panels where possible.
  • Require written rationale for strong yes/no recommendations.