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Hiring scorecard

Skill bg-szy/TOP-SKILLS/skills/claude-skills/hiring-scorecard

Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.From its SKILL.md

Install
npx -y skills add bg-szy/TOP-SKILLS --skill hiring-scorecard

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

2 things to look at

  • no licenseNo license file was found in the repository. Code published without one is not open source by default, so using it at work is a question for whoever answers licensing questions where you are.
  • 5 stars5 stars. Stars are a popularity signal and not a quality one, but at this level it is likely that nobody has read this closely except its author, and you would be relying on your own review.

SKILL.md

2.8 KB, 551 tokens by cl100k_base, as published. Nobody here has run it

Hiring Scorecard Generator

Build a structured, bias-reducing hiring scorecard that lets an interview panel make consistent, evidence-based decisions for any role.

Contents

  • references/output-template.md -- the full 9-section scorecard.md structure with every block, table, and per-section guideline.
  • references/competency-library.md -- which competencies to score by role type (technical IC, non-technical IC, manager, executive).
  • references/usage-and-customization.md -- how to use the output, focus modes, biases prevented, format adaptations, and legal/compliance reminders.

Inputs

Job Title and Requirements are required; ask before generating if either is missing. The rest sharpen the output: Team Context, Level/Seniority, Role Type, Industry, Interview Panel, Compensation Band, Urgency/Timeline.

Workflow

  1. Gather role context. Confirm job title, level, team structure, reporting line, and business need. Ask for missing required inputs.
  2. Define criteria. Separate must-have from nice-to-have qualifications, each specific and observable with a verification method. See references/output-template.md Section 2.
  3. Select competencies. Choose 6-10 competencies for the role using references/competency-library.md.
  4. Build the scoring rubric. Anchor each competency to the 1-5 behavioral scale. See references/output-template.md Section 3.
  5. Generate interview questions. Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks like". See references/output-template.md Section 4.
  6. Create the evaluation matrix. Produce the independent interviewer scoresheet. See Section 5.
  7. Identify flags. List 8-12 concrete red flags and 8-12 green flags tied to observable behavior. See Section 6.
  8. Draft reference checks. Produce targeted reference questions that surface real signal. See Section 7.
  9. Add debrief guide and appendix. Include the debrief agenda, decision framework, anti-bias checklist, scoring calculator, and panel/comparison templates. See Sections 8-9.
  10. Write the file. Output a single scorecard.md in the working directory (or a user-specified path), assembled from all nine sections and ready to hand to a panel without further editing.

For focus modes (technical, leadership, sales/GTM, creative, operations, culture-heavy), format adaptations, and legal/compliance reminders, see references/usage-and-customization.md.

What ships with it

Read from the repository

Just SKILL.md. No reference files, no scripts.

Gives 1 of the 12 instructions most hr recruiting skills give in 551 tokens

Counted across 356 of the 357 authors here whose files we hold, read 2026-08-07

  • Quantify achievements with specific metricsin 14 of 356, across 6 files
  • Keep the resume under two pagesin 14 of 356, across 6 files
  • Request the full job description if not providedin 12 of 356, across 4 files
  • Extract keywords and prioritize job requirementsin 12 of 356, across 4 files
  • Stop and ask for clarification if required inputs are missingin 12 of 356, across 5 files
  • Map candidate experience to job requirementsin 11 of 356, across 3 files
  • Ask if the user wants adjustmentsin 11 of 356, across 3 files
  • Provide strengths and gap analysis after the resumein 10 of 356, across 2 files
  • Request candidate background details if not providedin 10 of 356, across 2 files
  • Format experience bullets as action verb plus resultin 10 of 356, across 2 files
  • Ask for missing inputs before startinghere, and in 10 of 356, across 9 files
  • Use exact job description terminologyin 9 of 356, across 1 file

Grouped from the skills themselves: near-identical wordings counted once, and counted by distinct author, so one author publishing three of these counts once. Length counted with cl100k_base; the agent that loads this file may tokenize it differently.

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