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.

Install

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

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

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