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Hiring scorecards

Skill shinzoxD/knackbox/skills/productivity/hiring-scorecards

Build interview scorecards and debrief structures that reduce bias and noise. Use whenever the user designs hiring loops, interview rubrics, scorecards, structured debriefs, or leveling guides for candidates.From its SKILL.md

Install
npx -y skills add shinzoxD/knackbox --skill hiring-scorecards

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

One thing to look at

  • 0 stars0 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.

What its file declares

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The file declares its own license as Apache-2.0. That is the author’s claim about this one file, and it is not the same thing as the license GitHub reports for the repository, which is listed with the other numbers below.

SKILL.md

1.5 KB, 260 tokens by cl100k_base, as published. Nobody here has run it

Hiring Scorecards

Structured criteria beat vibe hiring. Define competencies, evidence, and a shared scale before the interview.

Workflow

  1. Role, level, must-have competencies.
  2. Scorecard dimensions with behavioral anchors (1–4 or similar).
  3. Interview loop map: who covers what (no gaps/overlap chaos).
  4. Evidence notes required; no empty scores.
  5. Debrief order: independent scores first, then discussion.
  6. Decision rule and dissent recording.

Output format

## Scorecard: <role> <level>
### Competencies
| Dimension | 1 | 2 | 3 | 4 |
### Loop plan
### Debrief agenda
### Red flags / non-negotiables

Rules

  1. Illegal/unfair criteria excluded (follow local law/HR).
  2. Same questions/rubric across candidates for comparable signal.
  3. “Culture fit” → specific behaviors, not similarity bias.
  4. Take-home reviews use the same rubric.
  5. Do not invent company leveling frameworks; adapt if provided.

Edge cases

  • Internal transfers: different scorecard emphasis.
  • Executive hiring: stakeholders + values evidence.
  • High volume: calibration sessions.

What ships with it: 1 file

1.1 KB alongside SKILL.md

benchmarks/

Gives 0 of the 12 instructions most hr recruiting skills give in 260 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

  • Define role, level, and must-have competencies
  • Map the interview loop to avoid gaps and overlaps
  • Record independent scores before discussion
  • Define the decision rule and record dissent
  • Convert culture fit to specific behaviors
  • Apply the same rubric to take-home reviews

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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