Job Post and Interview Scorecard
One brief becomes a job post, structured questions, and a scoring rubric.
Unstructured interviews measure how much the interviewer enjoyed the conversation. A rubric written before you meet anyone measures the job.
That is the gap this drop closes. It is a hiring & hr skill built for Claude, and it takes about ten minutes to set up the first time. After that it runs in under a minute.
Who should use it
Small teams hiring without an HR function.
How it works
The skill file does five things, in this order.
1. Describe the first 90 days. Not the role. What must be true by day 90 for this to have worked.
2. Derive the real requirements. Working backwards from outcomes kills the fake degree requirements.
3. Write the post honestly. Including the hard parts. Self-selection saves you screening time.
4. Build behavioural questions. One per requirement, each asking for a specific past instance.
5. Define the score bands. What a 1, 3, and 5 answer sounds like, written before you interview.
What comes back
A job post, a question bank, and a scorecard with anchored score bands.
The mistake to avoid
Have it write the 'what a 5 answer sounds like' examples before you post the role. Interviewers who read those first score far more consistently.
Running it
Save this as SKILL.md inside a folder named after the skill, then drop the folder into your Claude Code skills directory or upload it to a Claude Project. Claude reads the frontmatter to decide when the skill applies, so keep the description line intact. For a one-off run, paste the prompt block directly.
Where this fits
On its own, one skill saves an hour a week. The compounding happens when three or four of them run in sequence on the same input, the same transcript that produces a scope of work also produces the follow-up email and the project brief. That is the point at which it stops being a prompt and starts being an internal tool. If you want that wired into the systems your team already uses, that is the work 67 Digital does.
In the file
Build a hiring packet for this role.
Input: {role, team, what must be true by day 90, budget band, location}
1. JOB POST, honest, including the hard parts of the role. Under 400 words.
State salary band. No "rockstar", "ninja", "fast-paced environment".
2. REQUIREMENTS, derived backwards from the day-90 outcomes. Mark each as
MUST or NICE. Delete any credential that does not predict the outcomes.
3. QUESTION BANK, one behavioural question per MUST requirement. Each must ask
for a specific past instance, not a hypothetical.
4. SCORECARD, for each question, write what a 1, 3, and 5 answer sounds like,
as concrete example answers.
5. RED FLAGS, five answers that should end the process.