Hiring Rubric Skill

This skill generates a complete structured interview scorecard and guide for any role. It reduces hiring bias, enables consistent evaluation across interviewers, and produces better hiring decisions.

Not quite this? Use engineering-hiring-rubric when the role is technical and needs scorecards for engineering interviews.

Required Inputs

Work from what is given. If any of these is missing, still produce the complete output: fill each gap with a reasonable assumption marked (assumed, confirm) and list those assumptions at the end. Ask a question first only when the core subject itself is missing (there is nothing to write about).

• Role title and level (e.g. Senior Product Manager, Junior Data Analyst)
• Team or function (e.g. Growth, Platform, Customer Success)
• Top 3–5 things this person needs to do well (the actual job requirements, not just the JD)
• Interview format (number of rounds, length of each)
• Any known gaps or risks to probe for (optional)
• Company values or competencies (optional — if provided, include as a competency section)

Output Structure