onewave-ai/hiring-scorecard
hiring-scorecard/SKILL.md
Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.
$ install --global
skillsauthnpx skillsauth add onewave-ai/claude-skills hiring-scorecardInstall this skill globally with one command. Works with Claude Code, Cursor, and Windsurf.
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Last scanned: Jun 18, 2026, 6:08 AM275.7s4 files scanned
SKILL.md
- name:
- hiring-scorecard
- description:
- Creates structured hiring scorecards for any role. Takes job title, requirements, and team context. Generates comprehensive scorecard with weighted scoring rubric, interview questions per competency, evaluation matrix, red/green flags, and reference check questions.
- tools:
- Read, Write, Glob, Grep
- model:
- inherit
Hiring Scorecard Generator
Build a structured, bias-reducing hiring scorecard that lets an interview panel make consistent, evidence-based decisions for any role.
Contents
references/output-template.md-- the full 9-sectionscorecard.mdstructure with every block, table, and per-section guideline.references/competency-library.md-- which competencies to score by role type (technical IC, non-technical IC, manager, executive).references/usage-and-customization.md-- how to use the output, focus modes, biases prevented, format adaptations, and legal/compliance reminders.
Inputs
Job Title and Requirements are required; ask before generating if either is missing. The rest sharpen the output: Team Context, Level/Seniority, Role Type, Industry, Interview Panel, Compensation Band, Urgency/Timeline.
Workflow
- Gather role context. Confirm job title, level, team structure, reporting line, and business need. Ask for missing required inputs.
- Define criteria. Separate must-have from nice-to-have qualifications, each specific and observable with a verification method. See
references/output-template.mdSection 2. - Select competencies. Choose 6-10 competencies for the role using
references/competency-library.md. - Build the scoring rubric. Anchor each competency to the 1-5 behavioral scale. See
references/output-template.mdSection 3. - Generate interview questions. Write 3-4 behavioral/situational questions per competency with follow-up probes and "what good/bad looks like". See
references/output-template.mdSection 4. - Create the evaluation matrix. Produce the independent interviewer scoresheet. See Section 5.
- Identify flags. List 8-12 concrete red flags and 8-12 green flags tied to observable behavior. See Section 6.
- Draft reference checks. Produce targeted reference questions that surface real signal. See Section 7.
- Add debrief guide and appendix. Include the debrief agenda, decision framework, anti-bias checklist, scoring calculator, and panel/comparison templates. See Sections 8-9.
- Write the file. Output a single
scorecard.mdin the working directory (or a user-specified path), assembled from all nine sections and ready to hand to a panel without further editing.
For focus modes (technical, leadership, sales/GTM, creative, operations, culture-heavy), format adaptations, and legal/compliance reminders, see references/usage-and-customization.md.
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