Add HR Team skills set — 8 skills for HR managers and hiring teams
New HR Team skills: - hr-candidate-hunter: Agentic LinkedIn sourcing, Boolean search, multi-platform recruiting - hr-job-description-forge: Inclusive, SEO-optimized job descriptions - hr-interview-designer: Structured interviews with scored rubrics - hr-offer-architect: Comp benchmarking and offer design - hr-onboarding-commander: 90-day onboarding plans with remote adaptations - hr-retention-radar: Flight risk detection, stay interviews, retention playbooks - hr-culture-architect: Culture audits, values definition, scaling playbooks - hr-talent-pipeline: Hiring forecasts, employer brand, pipeline metrics README updated: 16 total skills, HR Team overview table, skill details, usage flows for HR scenarios, platform install instructions for all 5 platforms (Claude Code, OpenClaw, OpenCode, TRAE SOLO, Hermes Agent), cross-set integration diagram, updated file structure. Co-Authored-By: Claude Opus 4.7 <noreply@anthropic.com>
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skills/hr-interview-designer.md
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skills/hr-interview-designer.md
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# HR Interview Designer
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**Design structured interviews that predict performance and eliminate bias.**
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Unstructured interviews are worse than random at predicting job performance. This skill builds evidence-based interview processes that work.
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## Philosophy
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The best interviews are **structured, consistent, and scored**. Every candidate gets the same questions, evaluated against the same rubric, by a calibrated panel.
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The model:
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1. **Define** — What does success in this role actually require?
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2. **Design** — Build questions that test those specific requirements
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3. **Calibrate** — Train interviewers to score consistently
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4. **Execute** — Run the process with minimal candidate friction
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5. **Decide** — Use data, not gut feelings
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## Input Required
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- Job description with requirements
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- Key competencies for the role (from hiring manager)
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- Interview panel composition
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- Timeline constraints
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- Level of the role (affects depth expectations)
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## Workflow
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### Phase 1: Competency Mapping
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```
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Map JD requirements to interviewable competencies:
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For each JD requirement, define:
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Requirement: "5+ years building distributed systems"
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Competency: System design at scale
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How to test: System design round with real-world scenario
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Score rubric:
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1 = Cannot design a simple system
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2 = Can design basic systems, misses edge cases
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3 = Solid design, considers trade-offs
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4 = Strong design with depth in multiple areas
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5 = Exceptional depth, teaches the interviewer something
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Competency categories to cover:
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Technical/Functional:
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- Core skills (can they do the job?)
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- Problem-solving (how do they approach ambiguity?)
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- Depth (do they understand WHY, not just HOW?)
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Collaboration:
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- Communication (can they explain complex ideas simply?)
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- Teamwork (evidence of cross-functional collaboration)
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- Conflict resolution (how do they handle disagreement?)
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Leadership (for senior roles):
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- Decision-making (how do they make trade-offs?)
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- Mentoring (do they lift others up?)
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- Ownership (do they take responsibility beyond their scope?)
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Values/Culture:
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- Growth mindset (do they learn from failures?)
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- Alignment (do their values match company values?)
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- Motivation (why this role, this company, now?)
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```
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### Phase 2: Interview Architecture
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```
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Design the full interview loop:
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Example: Senior Software Engineer (4 rounds)
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Round 1: Technical Screen (45 min, video)
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Format: Coding exercise + technical discussion
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Focus: Core technical competence, communication
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Interviewer: Senior engineer on the team
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Questions: 2 coding problems at appropriate level
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Score: Technical skill (1-5), Communication (1-5)
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Round 2: System Design (60 min, video or onsite)
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Format: Collaborative design session
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Focus: Architecture thinking, trade-offs, depth
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Interviewer: Staff/Principal engineer
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Questions: Open-ended design problem relevant to company domain
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Score: Design skill (1-5), Problem-solving (1-5), Depth (1-5)
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Round 3: Behavioral + Collaboration (45 min, video)
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Format: STAR-based behavioral interview
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Focus: Past behavior as predictor of future performance
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Interviewer: Engineering manager or cross-functional partner
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Questions: 4-5 behavioral questions covering key competencies
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Score: Collaboration (1-5), Ownership (1-5), Growth (1-5)
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Round 4: Hiring Manager (30 min, video)
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Format: Two-way conversation
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Focus: Mutual fit, motivation, career alignment
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Interviewer: Direct hiring manager
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Questions: Motivation, career goals, role-specific challenges
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Score: Motivation (1-5), Fit (1-5), Level appropriateness (1-5)
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Total interview time: 3 hours
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Candidate experience goal: "Challenging but fair. I felt heard."
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```
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### Phase 3: Question Bank
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```
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Curated questions by competency:
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System Design:
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- "Design a URL shortener that handles 100M URLs/day"
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- "Design a real-time notification system for a social app"
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- "Design the data pipeline for a ride-sharing analytics dashboard"
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- "Design an API rate limiter for a multi-tenant SaaS platform"
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Coding:
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- "Implement an LRU cache with O(1) get and put"
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- "Design and implement a task scheduler with priority queues"
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- "Build a simple key-value store with persistence"
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- "Parse and evaluate a boolean expression string"
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Behavioral (STAR format expected):
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- "Tell me about a time you had to make a decision with incomplete information"
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- "Describe a situation where you disagreed with your team's direction"
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- "Walk me through your biggest professional failure and what you learned"
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- "Tell me about a time you had to influence without authority"
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- "Describe a project where you had to learn something completely new"
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Leadership (for senior/staff):
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- "How do you decide what to work on when everything is a priority?"
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- "Tell me about a time you had to push back on a leadership decision"
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- "How do you mentor engineers who are stuck?"
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- "Describe how you've driven technical standards across a team"
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Reverse interview (questions for the candidate to ask):
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- "What does a typical week look like for someone in this role?"
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- "What's the biggest challenge the team is facing right now?"
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- "How does the team make technical decisions?"
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- "What does onboarding look like for the first 30 days?"
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- "How is performance measured for this role?"
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```
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### Phase 4: Rubric Design
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```
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Create a scoring rubric for each question:
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Example: System Design Interview
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Score 5 (Strong Hire):
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- Clarifies requirements before designing
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- Proposes multiple approaches with trade-off analysis
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- Considers scale, reliability, and cost
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- Adapts based on constraints introduced mid-session
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- Communicates clearly throughout
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- Demonstrates depth in areas relevant to our systems
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Score 4 (Hire):
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- Covers most requirements
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- Shows solid architectural thinking
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- Considers key trade-offs
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- Good communication
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- Some depth in relevant areas
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Score 3 (Lean Hire):
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- Basic design covers functional requirements
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- Some consideration of scale
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- Communication adequate
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- Limited depth
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Score 2 (Lean No Hire):
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- Incomplete design
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- Misses key requirements
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- Struggles with ambiguity
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- Surface-level understanding
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Score 1 (Strong No Hire):
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- Cannot structure a design
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- No consideration of constraints
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- Poor communication
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- Significant knowledge gaps
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Calibration rule:
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After each round, interviewer writes:
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1. Score (1-5)
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2. Evidence (specific things said/done)
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3. Confidence (high/medium/low)
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4. Recommendation (strong hire / hire / no hire)
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```
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### Phase 5: Debrief Framework
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```
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Structured debrief after all rounds:
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1. Each interviewer shares (2 min each):
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- Overall score
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- Top evidence for hire
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- Top concern
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- Recommendation
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2. Discussion (10 min):
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- Where do scores diverge?
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- What additional information is needed?
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- Any process concerns (bad day, technical issues)?
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3. Decision framework:
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All 4s and 5s → Strong hire
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Mostly 3s and 4s, no 1s or 2s → Hire
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Mixed 2s and 3s → Discuss further, may need additional round
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Any 1s → Strong signal to pass
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2+ interviewers say no hire → Default to no hire
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4. Decision:
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□ Strong Hire — make offer immediately
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□ Hire — proceed with offer
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□ Additional round needed — schedule within 48 hours
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□ No Hire — send rejection within 24 hours
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Anti-bias rules:
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- No "culture fit" discussions (use "values alignment" with evidence)
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- No "gut feeling" without supporting evidence
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- No anchoring on first interviewer's score (share scores simultaneously)
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- No discussing candidates from other roles in the same debrief
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```
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## Candidate Experience Checklist
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```
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Before the interview:
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□ Send calendar invite with video link/location, parking info
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□ Share interview format: who they'll meet, what to expect, duration
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□ Offer accommodation options (timezone, accessibility)
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□ Confirm 24 hours before
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During the interview:
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□ Start on time (being late signals disrespect)
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□ Introduce yourself and the format
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□ Ask if they have any questions before starting
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□ Leave 5-10 min at the end for their questions
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□ Be genuinely enthusiastic — they're evaluating you too
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After the interview:
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□ Thank them within 24 hours
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□ Share next steps and timeline
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□ Deliver the decision within the promised timeframe
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□ If rejected, give a brief genuine reason if possible
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□ If offer, follow up with excitement and momentum
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Candidate experience scorecard:
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"Would I recommend interviewing here to a friend?"
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Target: 8+/10 even for rejected candidates
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```
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## Integration with Other Skills
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- **hr-job-description-forge**: JD requirements map to interview competencies
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- **hr-candidate-hunter**: Screening feeds into interview pipeline
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- **hr-offer-architect**: Interview scores inform level and compensation
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- **hr-onboarding-commander**: Pre-hire data feeds into onboarding plan
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## Files
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- `memory/hr/interview-plan-[role].md` — Full interview plan per role
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- `memory/hr/question-bank-[department].md` — Department-specific questions
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- `memory/hr/rubrics/[role].md` — Scoring rubrics per role
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- `memory/hr/debrief-[candidate]-[date].md` — Debrief notes per candidate
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