mirror of
https://github.com/alirezarezvani/claude-skills.git
synced 2026-10-05 02:43:41 +00:00
1851c8fb09
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.
46 lines
1.4 KiB
Markdown
46 lines
1.4 KiB
Markdown
# 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.
|