Name: Interview Designer
Author: mikonos

据 AlphaMoat 统计,截至 2026-10,Interview Designer 累计下载 6,180 次、获 6 个星标,按累计下载量在本次参与排名的 5,109 个 AI 技能中排名第 2,190 位,在「商业运营」分类(303 个)中排名第 127 位。

列表默认按累计下载量排序,也可按星标排序;详情页排名按累计下载量计算。

累计下载

6,180

星标

全站下载量排名

#2,190

全站前 43% · 「商业运营」前 42%

平台	累计下载	星标	评论
ClawHub ↗	3,466	4	-
SkillHub ↗	6,180	6	—

各平台的计数口径不同,统计时间不一致。

这个技能是做什么的

运用循证方法论分析简历并设计面试策略，将面试准备从“看简历→提问”升级为“定标准→找证据→模拟未来”。融合Topgrading、绩效导向招聘及偏见控制理论。适用于面试准备、制定结构化面试指南或设计胜任力验证问题。

月度数据趋势

累计下载6,180

星标6

2026-09 起统计方法调整:同名技能按作者分别统计,并覆盖全部技能。图中虚线为调整前的月份,与之后的数据不直接比较,也不计算跨越调整的增长。

月份	累计下载	环比	星标
2026-10	6,180	—	6
2026-09	4,655	—	6
2026-08	3,786	+13.6%	6
2026-07	3,333	+17.3%	6
2026-06	2,842	+8.8%	5
2026-05	2,611	—	5
2026-03	1,977	—	3

SKILL.md 原文

以下是作者发布的原始文件,按纯文本显示,本站未做修改或审核;其中的链接不可点击,命令请核实后再运行。抓取于 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.

展开全部(共 54 行)


## 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.