DevRel Hiring

Build the four artefacts a hiring manager needs to recruit into a DevRel role with the same rigour the field's own hiring research recommends: a role scorecard and posting, a structured interview loop with question bank, a portfolio-and-work-sample evaluation, and a 30-60-90 ramp plan.

DevRel has no standard job description or career ladder (Chris Aniszczyk, CNCF CTO), and its own hiring literature documents two named failure patterns in postings written without this discipline - see Reading the answers. That absence is the reason to build these four artefacts deliberately rather than adapt a generic engineering or marketing hiring template.

Out of scope, hand off instead:

• Where DevRel reports and how the team is shaped - samber/developer-relations-skills@devrel-team-structure decides the org before this skill recruits into it.
• Coaching the candidate - samber/developer-relations-skills@devrel-career is the mirror image of this skill, built for the person being evaluated.

If the user is job-hunting rather than hiring ("how do I prep for a DevRel interview", "is this posting worth applying to"), say so in one line and point them at devrel-career.

Interview

Ask one question at a time, multiple-choice where possible. Skip anything already answered. Questions 8-10 re-rank the artefacts below before any is built - ask them before producing anything.