interview-kit

---
name: interview-kit
description: When the user needs to design an interview process, create interview questions, build scorecards, calibrate interviewers, or evaluate candidates for a role.
related: [job-description, sourcing-outreach]
reads: [startup-context]
---

# Interview Kit

## When to Use
- Designing a structured interview loop for a specific role and level
- Creating standardized question banks organized by interview round type
- Building scoring rubrics for consistent candidate evaluation across interviewers
- Reducing interviewer bias with process controls and calibration
- Turning a job description into a repeatable evaluation process
- Calibrating interview panels after quarterly hiring outcome reviews

## Context Required
- **From startup-context:** Company stage, team size, engineering culture, current interview process (if any), hiring velocity
- **From user:** Role title, level (junior/mid/senior/staff), key competencies to evaluate, number of interview rounds the team can support, whether a take-home or live exercise is preferred

## Workflow
1. **Define competencies** - Extract 4-6 core competencies from the job description. Split into technical skills, domain knowledge, collaboration traits, and startup-fit signals. Each competency must be evaluable with observable evidence.
2. **Design the interview loop** - Map competencies to interview stages with explicit, non-overlapping objectives per round. Typical startup loop: recruiter/founder screen, technical assessment, team interview, values interview. Assign timing and interviewers to each stage.
3. **Write structured questions** - For each stage, write 3-5 primary questions with follow-up probes. Every question must map to a specific competency. Include "what good looks like" answer guidance so interviewers know what signal they are looking for.… load the full skill through Skill Me