Generates a structured candidate-interview question set where every behavioral (STAR) and role-specific item maps to a defined competency and ships with strong/borderline/red-flag answer anchors plus delivery notes. Use when someone asks "write interview questions for this role", "build an interview loop", "turn this rubric into questions per interviewer", or is planning a hiring interview, building a question bank, or standardizing how a panel assesses candidates. Do NOT use to consolidate completed scorecards into a hire decision - use interview-debrief-synthesizer instead; do NOT use for user-research or customer discovery interviews - use interview-guide-builder instead; do NOT use to build the competency rubric or scorecard itself - use hiring-scorecard or screening-rubric-builder instead.
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name: Interview Question Kit
description: Generates a structured candidate-interview question set where every behavioral (STAR) and role-specific item maps to a defined competency and ships with strong/borderline/red-flag answer anchors plus delivery notes. Use when someone asks "write interview questions for this role", "build an interview loop", "turn this rubric into questions per interviewer", or is planning a hiring interview, building a question bank, or standardizing how a panel assesses candidates. Do NOT use to consolidate completed scorecards into a hire decision - use interview-debrief-synthesizer instead; do NOT use for user-research or customer discovery interviews - use interview-guide-builder instead; do NOT use to build the competency rubric or scorecard itself - use hiring-scorecard or screening-rubric-builder instead.
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# Interview Question Kit
Turn a role's competencies into a fair, comparable question set with per-question scoring anchors, so interviewers assess evidence instead of rapport. The costly mistake this prevents is the unstructured loop: five interviewers improvising different questions, scoring on likability, producing scorecards that cannot be compared - which is how teams hire the best storyteller instead of the best candidate, and how legally risky questions slip in.
## Operating procedure
Order matters: questions written before the competency map exist to sound clever, not to gather evidence.
### Step 1: Gather the rubric
Collect the role's defined, job-relevant competencies and their weights, plus the job description, loop size (how many interviewers, how long each session), and seniority level. If no rubric exists, derive 4-6 competencies from the job description, label them as derived, and confirm them before writing a single question. Never write a question that does not map to a competency on this list.
### Step 2: Allocate competencies across the loop
Assign each competency to one or two interviewers who probe it deeply, rather than every interviewer skimming all of them - overlap wastes candidate time and produces shallow, redundant evidence. Write 2-3 items per competency.
### Step 3: Write behavioral items in STAR form
Ask for specific past situations ("Tell me about a time you shipped under a hard deadline with incomplete requirements"), not hypotheticals - past behavior is evidence; hypotheticals are performance. For each item, list follow-up probes that separately pull out Situation, Task, Action, and Result, because candidates default to narrating the team's work instead of their own. The probe "What did *you* do, specifically?" earns its place in every kit.