Name: Interview Designer
Author: mikonos

According to AlphaMoat, as of 2026-10, Interview Designer has 6,180 downloads and 6 stars — ranked by downloads #2,190 among 5,109 AI skills in this ranking, and #127 of 303 in Business Ops.

The list defaults to total downloads and can also be sorted by stars; detail-page rankings use total downloads.

Downloads

6.2K

Stars

Overall download rank

#2,190

Top 43% overall · Top 42% in Business Ops

Platform	Downloads	Stars	Comments
ClawHub ↗	3.5K	4	-
SkillHub ↗	6.2K	6	—

Platforms count differently and update at different times.

What this skill does

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.

Monthly Trend

Downloads6.2K

Stars6

The counting method changed in 2026-09: skills with the same name are now counted separately by author, and the full catalog is covered. Dashed lines show months before the change; they are not compared with later months, and no growth is computed across the change.

Month	Downloads	MoM	Stars
2026-10	6.2K	—	6
2026-09	4.7K	—	6
2026-08	3.8K	+13.6%	6
2026-07	3.3K	+17.3%	6
2026-06	2.8K	+8.8%	5
2026-05	2.6K	—	5
2026-03	2.0K	—	3

SKILL.md (original)

The author’s original file, shown as plain text without edits or review by AlphaMoat. Links are not clickable; check commands before running them. Fetched 2026-10-23.

3.7 KB · ClawHub v1.0.0

---
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.

Show all (54 lines)


## 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:
1.  **Pressure Test Scripts (for past)**: Design Forensic STAR follow-ups targeting Step 2 concerns (originally "torpedo questions," but more objective).
2.  **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

1.  **Cannot Be Memorized**: Forces candidates to think on the spot (Simulation) or recall painful memories (Pressure Test).
2.  **Forced Trade-offs**: Choose between two "correct" options to test values.
3.  **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.