Interview system designer

Skill alirezarezvani/claude-skills/engineering/skills/interview-system-designer

345 Claude Code skills & agent skills & plugins (30+ Agents, 70+ custom commands, 330+ skills, customizable references, scripts)for Claude Code, Codex, Gemini CLI, Cursor, and 8 more coding agents — engineering, marketing, product, compliance, C-level advisory, research, business operations, commercial & finance, and your daily productivity skills.

Install

npx -y skills add alirezarezvani/claude-skills --skill interview-system-designer

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What its author says it does

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This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", "design competency matrices", "analyze interviewer bias", "create scoring rubrics", "build question banks", or "optimize hiring systems". Use for designing role-specific interview loops, competency assessments, and hiring calibration systems.

SKILL.md

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Interview System Designer

Comprehensive interview loop planning and calibration support for role-based hiring systems.

Overview

Use this skill to create structured interview loops, standardize question quality, and keep hiring signal consistent across interviewers.

Core Capabilities

Interview loop planning by role and level
Round-by-round focus and timing recommendations
Suggested question sets by round type
Framework support for scoring and calibration
Bias-reduction and process consistency guidance

Quick Start

# Generate a loop plan for a role and level
python3 scripts/interview_planner.py --role "Senior Software Engineer" --level senior

# JSON output for integration with internal tooling
python3 scripts/interview_planner.py --role "Product Manager" --level mid --json

Recommended Workflow

Run scripts/interview_planner.py to generate a baseline loop.
Align rounds to role-specific competencies.
Validate scoring rubric consistency with interview panel leads.
Review for bias controls before rollout.
Recalibrate quarterly using hiring outcome data.

References

references/interview-frameworks.md
references/bias_mitigation_checklist.md
references/competency_matrix_templates.md
references/debrief_facilitation_guide.md

Common Pitfalls

Overweighting one round while ignoring other competency signals
Using unstructured interviews without standardized scoring
Skipping calibration sessions for interviewers
Changing hiring bar without documenting rationale

Best Practices

Keep round objectives explicit and non-overlapping.
Require evidence for each score recommendation.
Use the same baseline rubric across comparable roles.
Revisit loop design based on quality-of-hire outcomes.