interview-system-designer

This skill should be used when the user asks to "design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", "design competency matrices", "analyze interviewer bias", "create scoring rubrics", "build question banks", or "optimize hiring systems". Use for designing role-specific interview loops, competency assessments, and hiring calibration systems.

Quality

87%

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The risk profile of this skill

Quality

Content

75%Weight 40%Scale 1-5

Reviews the quality of instructions and guidance provided to agents. Good implementation is clear, handles edge cases, and produces reliable results.

A well-organized, mostly lean body with executable Quick Start commands and a clear workflow, backed by a real bundle (references, script, and assets all exist). It stops short of top marks due to mild scope restatement across three sections, a few abstract workflow steps, and references that are listed but not labeled with their topics.

Suggestions

Consolidate the tagline, Overview, and Core Capabilities into a single concise scope statement to remove the triple restatement of the skill's purpose.

Label each References entry with its topic and when to consult it (e.g. "**Bias mitigation**: See references/bias_mitigation_checklist.md before rollout") to make the reference pointers self-explaining.

Tighten abstract Recommended Workflow steps (e.g. step 2 "Align rounds to role-specific competencies") with a concrete action or a pointer to the competency_matrix_templates reference so each step is directly executable.

Dimension	Reasoning	Score
Conciseness	The body is mostly lean and assumes Claude's competence, but the tagline, Overview, and Core Capabilities sections each restate the skill's scope, creating minor redundancy that could be trimmed; not a score of 5 because of that triple restatement, and not 3 because no basic concepts are over-explained.	4 / 5
Actionability	Quick Start provides concrete, copy-paste-ready commands (`python3 scripts/interview_planner.py --role ... --level senior`) backed by a real script, but several Recommended Workflow steps ("Align rounds to role-specific competencies") remain abstract, leaving minor gaps versus fully executable guidance.	4 / 5
Workflow Clarity	The five-step Recommended Workflow is clearly sequenced with validation checkpoints ("Validate scoring rubric consistency", "Review for bias controls before rollout"), but there is no explicit error-recovery feedback loop (validate -> fix -> retry), keeping it below 5.	4 / 5
Progressive Disclosure	SKILL.md is a lean overview pointing to four real one-level-deep reference files (verified present in references/) plus scripts and assets, but the References section lists bare filenames without topic labels or usage cues, a minor organization gap versus well-signaled references.	4 / 5
	Total	16 / 20 Passed

Description

100%Weight 40%Scale 1-5

Based on the skill's description, can an agent find and select it at the right time? Clear, specific descriptions lead to better discovery.

A strong description with comprehensive natural trigger terms, a clear what-and-when structure, and a distinct niche that minimizes conflict risk. The only minor weakness is the slightly verbose "This skill should be used when the user asks to..." opener, but this is not penalized under the description rubric's dimensions.

Dimension	Reasoning	Score
Specificity	Lists multiple specific concrete actions across both the trigger list ("design interview processes", "create hiring pipelines", "calibrate interview loops", "generate interview questions", etc.) and the what-statement ("designing role-specific interview loops, competency assessments, and hiring calibration systems"), giving comprehensive coverage.	5 / 5
Completeness	Explicitly answers both what ("Use for designing role-specific interview loops, competency assessments, and hiring calibration systems") and when ("This skill should be used when the user asks to..." with concrete trigger phrases), so it is not subject to the missing-trigger cap.	5 / 5
Trigger Term Quality	Provides comprehensive natural trigger phrases with synonym variation (design/create/build/generate/analyze/calibrate/optimize) that a hiring manager would plausibly say, e.g. "design interview processes", "build question banks", "optimize hiring systems".	5 / 5
Distinctiveness Conflict Risk	Occupies a clear niche (interview/hiring system design) with distinct, domain-specific triggers, making overlap with unrelated skills minimal.	5 / 5
	Total	20 / 20 Passed

Validation

100%

Warnings & errors only

Checks the skill against the spec for correct structure and formatting. All validation checks must pass before discovery and implementation can be scored.

Validation — 16 / 16 Passed

Validation for skill structure

No warnings or errors.

Repository: alirezarezvani/claude-skills
Path: engineering/skills/interview-system-designer/SKILL.md
Commit: 19392f7

Reviewed: ~5 hours ago

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