engineering-hiring-rubric
Build an engineering hiring rubric and technical interview scorecard for evaluating software engineers at a specific level. Use when asked to create an interview rubric, design a hiring process, build a technical scorecard, or standardize engineer evaluation. Produces a full interview scorecard, behavioral question bank, technical question set with evaluation criteria, system design rubric, and debrief agenda.
npx skills add mohitagw15856/pm-claude-skills --skill engineering-hiring-rubric --agent claude-code
Same command for any agent — swap --agent for codex, cursor, copilot.
Weekly change comes from our own snapshots, not the repository page — it measures attention, not adoption.
What it does
Produces a complete hiring rubric and interview scorecard for evaluating software engineers at a specific role and level. The rubric includes explicit behavioral anchors, calibrated technical questions with written evaluation criteria, a structured debrief format, and calibration notes to counter common biases. It supports inputs on Role, Level, Team context, Tech stack, and Interview format to tailor the output. It generates: a full interview scorecard, a behavioral question bank, a technical question set with evaluation criteria, a system design rubric, and a debrief agenda.
How it works
The skill guides the user to specify: Role, Level, Team context, Tech stack, and Interview format. It then structures outputs into sections: Role Definition and Level Expectations with a measurable floor; an Interview Loop Structure covering multiple rounds; a Coding Interview Guide with problem templates and evaluation rubrics; a System Design Interview Guide with design scope and probing questions; a Behavioral Interview Question Bank mapped to competencies; and a Full Interview Scorecard for per-round evaluation. It emphasizes that each competency should be assessed by at least two interviewers and provides example signal descriptions for behavioral prompts and technical judgments. The output format includes a header with role, level, team, tech stack, and loop, followed by detailed rubric sections and a final full scorecard template.
When to use it
Use when asked to create an interview rubric, design a hiring process, build a technical scorecard, or standardize engineer evaluation. It is triggered by the need to standardize evaluation across interviewers and to surface signal rather than recency bias during debrief.
What it can touch
- Outputs rely on the user-provided inputs: Role, Level, Team context, Tech stack, Interview format.
- It references standard interview constructs: behavioral questions, coding problems, system design prompts, and debrief templates, with explicit evaluation criteria and signals.
Caveats
- The skill requires explicit inputs to tailor the rubric to a specific level and role; without inputs, it should produce a recommended format rather than a fully specified rubric.
- It emphasizes calibration notes to mitigate biases but does not guarantee agreement between interviewers in all edge cases.
# Engineering Hiring Rubric Produce a complete hiring rubric and interview scorecard for evaluating software engineers at a specific role and level. The rubric must be specific enough that two interviewers who have never compared notes will score the same candidate within one level of each other. That requires: explicit behavioral anchors (what does "Strong Hire" look like vs. "Hire" for each competency), calibrated technical questions with written evaluation criteria, and a structured debrief format that surfaces signal rather than recency bias. Include calibration notes to help interviewers recognize and counter common evaluation biases. ## Required Inputs Ask for these if not already provided: - **Role** — backend, frontend, fullstack, SRE/platform, data, ML, or mobile engineer - **Level** — junior (L3/IC2), mid (L4/IC3), senior (L5/IC4), or staff (L6/IC5); clarify the company's level naming if different - **Team context** — what the team builds, team size, and what problems this hire will work on in the first year - **Tech stack** — primary languages and frameworks for the technical questions; list the stack explicitly - **Interview format** — which rounds are used (phone scree
- Required Inputs
- Output Format
- 1. Role Definition and Level Expectations
- What This Role Does
- Level Bar
- 2. Interview Loop Structure
- 3. Coding Interview Guide
- Question Selection
- Problem Template
- 4. System Design Interview Guide
- [Level]-Appropriate Design Scope
- Sample Design Question
- Design Probing Questions
- 5. Behavioral Interview Question Bank
What does the engineering-hiring-rubric skill do?
Build an engineering hiring rubric and technical interview scorecard for evaluating software engineers at a specific level. Use when asked to create an interview rubric, design a hiring process, build a technical scorecard, or standardize engineer evaluation. Produces a full interview scorecard, behavioral question bank, technical question set with evaluation criteria, system design rubric, and debrief agenda.
How do I install it?
Run `npx skills add mohitagw15856/pm-claude-skills --skill engineering-hiring-rubric --agent claude-code` — it drops the skill into your project so the agent can pick it up. Swap the --agent value for codex, cursor or copilot if you use one of those.
Where does this skill come from?
From mohitagw15856/pm-claude-skills, a repository with 1,255 stars. We read it straight from the repository tree rather than a submitted listing, so what you see here is what is actually published.
Is a popular skill a good skill?
Not necessarily. Stars measure attention, not adoption — a repository can trend for a week and be abandoned. That is why we show the weekly change from our own snapshots next to the total, instead of a single flattering number.