Today's Agent Skill: Structured Interview Scorecard Builder
What It Does
Hiring decisions made on gut feel lead to inconsistent teams and preventable turnover. Without a structured scorecard, two candidates who interview on different days get asked different questions, making a fair comparison nearly impossible. This skill builds a custom interview scorecard for any role—complete with behavioral questions, situational scenarios, and a scoring rubric—so every candidate is evaluated on the same criteria.
How It Works
The agent takes a job title and the 3-5 skills most critical for success in the role. It generates behavioral and situational interview questions tied directly to those skills, then creates a three-level scoring rubric for each question describing what a weak, acceptable, and strong answer looks like. The result is a printable scorecard with a total score and a recommended hiring threshold.
How to Deploy It
Describe the role and your key requirements in Claude Code, Gemini CLI, Cursor, or Windsurf and run this skill. You'll have a complete, role-specific interview scorecard in under two minutes—ready to print or share with anyone else conducting interviews. Update the scorecard with your company's values to make it even more specific.
SKILL.md — Ready to Deploy
## Description
Builds a role-specific structured interview scorecard with behavioral questions, situational scenarios, and a scoring rubric so a small business owner can evaluate every candidate fairly and consistently.
## Trigger
Run when the user is preparing for job interviews and wants a consistent evaluation framework, or when they say "I have interviews coming up," "help me compare candidates," or "I need interview questions for a [role]."
## Input
- Job title and a brief description of key responsibilities (2-4 sentences)
- 3-5 skills or qualities most important for success in the role
- Optional: salary range, team size, remote vs. in-person
## Steps
1. Generate 5 behavioral interview questions (format: "Tell me about a time when...") each tied directly to one of the specified skills.
2. Generate 2 situational questions presenting a realistic scenario the candidate might face in this role (format: "Imagine you are three weeks into this job and... What do you do?").
3. Create a 3-level scoring rubric for each question: 1 = below expectations, 2 = meets expectations, 3 = exceeds expectations — with a one-sentence description of what each level looks like.
4. Add one culturCopy the full SKILL.md and drop it into your agent's skills directory to activate this skill.