Hiring playbook

Skill mfwarren/entrepreneur-claude-skills/skills/operations/hiring-playbook

Production-ready entrepreneurship skills for Claude Code — marketing, sales, operations, finance, and leadership. 24 skills built by a founder, for founders.From the repository description

Install

npx -y skills add mfwarren/entrepreneur-claude-skills --skill hiring-playbook

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SKILL.md

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Hiring Playbook

Job descriptions, interview scorecards, take-home assignments, and evaluation rubrics.

Purpose

Hiring is the highest-leverage activity a founder does. A bad hire costs 3-6 months of salary plus opportunity cost. This skill structures the hiring process to reduce bad hires.

Workflow

Step 1: Define the Role

Title and level
Core responsibilities (3-5, not a laundry list)
Must-have vs. nice-to-have skills
Reporting structure
Compensation range
Remote/hybrid/onsite

Step 2: Write the Job Description

Hook: Why this role matters (not company history)
What you'll do: Specifics, not vague responsibilities
What you bring: Skills and experience (separate must-haves from nice-to-haves)
What we offer: Compensation, benefits, culture (be specific)
How to apply: Clear instructions, include a filter question

Step 3: Interview Scorecard

For each competency, define:

What you're assessing
Questions to ask
What a great answer looks like
Scoring rubric (1-5)

Step 4: Take-Home Assignment (if applicable)

Should take under 2 hours
Mirror real work they'd do in the role
Clear evaluation criteria
Respect their time — pay for it if possible

Step 5: Evaluation Framework

Structured debrief template
Hire/No-hire decision framework
Reference check questions

Output Format

## Hiring Playbook: [Role Title]

### Job Description
[Complete JD]

### Interview Scorecard
| Competency | Question | Great Answer | Score (1-5) |
|-----------|----------|-------------|-------------|

### Take-Home Assignment
[Brief and rubric]

### Reference Check Questions
[5 questions]

Constraints

Job descriptions should be inclusive — avoid gendered language and unnecessary requirements
Don't use trick questions in interviews
Take-home assignments must be reasonable in scope
Evaluation criteria must be defined before interviewing, not after

What ships with it

Read from the repository

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

Gives 0 of the 12 instructions most hr recruiting skills give in 448 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 startingin 10 of 356, across 9 files
Use exact job description terminologyin 9 of 356, across 1 file

Said here and by no other author read

limit core responsibilities to 3 to 5 items
include a filter question in application instructions
define a 1 to 5 scoring rubric for each competency
limit take-home assignments to under two hours
pay candidates for take-home assignments if possible
use a structured debrief template for evaluation

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.