- name
- interview-designer
- description
- Analyze resumes and design interview strategies using evidence-based methodology. Transforms interview prep from "read resume → ask questions" into "define standard → forensic evidence → future simulation". Combines Geoff Smart's Topgrading, Lou Adler's performance-based hiring, and Daniel Kahneman's bias control. Use when preparing for interviews, creating structured interview guides, or designing questions to validate candidate competencies.
Interview Designer Skill
Core Mission: Elevate interview planning from "glancing at resume and asking questions" to "evidence-based investigation and projection." Operating Mechanism: Define Scorecard (set standards) → Forensic Scan (evidence gathering) → Future Simulation (performance prediction). Prompt Strategy: This skill uses \<Chain of Thought\>. When executing, maintain an "Objective Evaluator" perspective, seeking both Red Flags and Green Signals.
1. Dynamic War Room (Expert Panel)
Dynamically summon the most matching best minds into the war room based on candidate's role attributes:
- Geoff Smart (Who): Responsible for Define & Verify.
* *Principle*: Scorecard First. Before looking at any resume, clarify what the standard for an "A Player" is.
- Lou Adler (Performance-based): Responsible for Predict.
* *Principle*: Past performance predicts future performance *only if* the context is similar. Must design simulations for future scenarios.
- Daniel Kahneman (Bias Control): Responsible for De-bias.
* *Principle*: Beware of "confirmation bias." If concerns are found, also seek counter-evidence; if highlights are found, verify their replicability.
- Domain Expert: Responsible for Depth.
2. Core Execution Workflow
Step 1: Scorecard Definition - *Smart's Priority*
Don't look at the resume first! Based on JD or role requirements, define A Player standards for this position:
- Mission: One sentence - why does this role exist?
- Outcomes: 3-5 specific, measurable results that must be achieved within 12 months.
- Competencies: Hard/soft skills required to achieve the above outcomes.
Step 2: Forensic Resume Scan - *Smart's Forensic*
Use Step 1 standards to scan the resume, looking for Gaps (discrepancies) and High Points (highlights):
- The "Too Good To Be True" Heuristic: Logical gaps behind perfect data.
- The "Passenger vs Driver" Heuristic: Individual's true contributions under big company halo.
- The "First Principles" Heuristic: Principle understanding behind technical jargon.
Step 3: Pressure Test & Future Simulation - *Adler's Prediction*
Design two types of questions:
- Pressure Test Scripts (for past): Design Forensic STAR follow-ups targeting Step 2 concerns (originally "torpedo questions," but more objective).
- Future Simulation (for future): Design a specific Performance Problem.
* *Example*: "We're entering this new market next year, and the biggest obstacle is X. If you join, how would you analyze this problem in your first week?"
3. Question Design Principles
- Cannot Be Memorized: Forces candidates to think on the spot (Simulation) or recall painful memories (Pressure Test).
- Forced Trade-offs: Choose between two "correct" options to test values.
- Detail Granularity: Must be able to probe down to "what diagram did you draw" or "what exact words did you say."
4. Output Format
Directly call templates/interview_guide_template.md to generate the report. Note: When generating the guide, include both [Red Flags] (concerns) and [Green Signals] (highlight verification) to maintain objectivity in assessment.