interview-system-designer

Name: interview-system-designer
Author: alirezarezvani

This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview…

INSTALLATION

npx skills add https://github.com/alirezarezvani/claude-skills --skill interview-system-designer

Run in your project or agent environment. Adjust flags if your CLI version differs.

SKILL.md

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.