interview-prep

by Anthropic · official repository

Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.

OfficialInstructions only

Labels from its files: instructions only. 1 file, read Oct 21, 2026. Nothing was run.

npx skills add https://github.com/anthropics/knowledge-work-plugins --skill interview-prep

What it lets an agent do

Each label, and the line in the skill's files that set it.

Instructions only
Text only: no shell, no file writes, no scripts.
- No shell, no file writes, no network and no scripts found.

Findings

Matches of fixed checks, with the text they matched.

No check matched anything in this skill's files.

Not a safety rating, and no finding is not a safety guarantee. These are fixed checks of the files as read on Oct 21, 2026. Nothing was run. How skills are checked.

SKILL.md

As the publisher wrote it. Shown as text, never rendered.

Publisher text

---
name: interview-prep
description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
---

# Interview Prep

Create structured interview plans to evaluate candidates consistently and fairly.

## Interview Design Principles

1. **Structured**: Same questions for all candidates in the role
2. **Competency-based**: Map questions to specific skills and behaviors
3. **Evidence-based**: Use behavioral and situational questions
4. **Diverse panel**: Multiple perspectives reduce bias
5. **Scored**: Use rubrics, not gut feelings

## Interview Plan Components

### Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).

### Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes

### Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.

### Debrief Template
Structured format for interviewers to share findings and make a decision.

## Output

Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.