Interview Questions
Generate role-specific interview questions with standardized scoring rubrics
What You Can Do
You can build defensible, role-specific interview question banks calibrated to your competency framework, job level, and seniority requirements. Claude generates three question types—behavioral (STAR-format compatible), technical (with difficulty tiers), and cultural/values questions—each paired with explicit scoring rubrics so your entire hiring team assesses candidates against the same standards, reducing bias and improving inter-rater reliability.
Features
Example Output
Behavioral Question Example:
Question: "Tell me about a time when you had to collaborate with someone whose working style was very different from yours. What did you do?"
Scoring Rubric:
- 3 (Exemplary): Describes specific differences, took initiative to understand their approach, adjusted own style, achieved positive outcome
- 2 (Proficient): Acknowledged differences, made some effort to adapt, outcome was acceptable
- 1 (Developing): Minimal adaptation, focused on own perspective
Technical Question Example:
Question (Mid-level): "Walk me through how you'd optimize a database query that's running slowly on a table with 10M+ rows."
Evaluation Criteria: Identifies indexing strategy, discusses query execution plan analysis, considers data distribution, explains trade-offs between read/write performance
Cultural Question Example:
Question: "Our team values radical transparency. Can you give an example of when you shared difficult feedback openly? What was the outcome?"
Rubric: Specific example, demonstrates discomfort managed professionally, focuses on impact and learning
What's Included
- SKILL.md instruction file with behavioral, technical, and cultural question frameworks:
- Question Bank Template organized by role, level, and competency cluster:
- Scoring Rubric Framework with 3-4 performance tiers and calibration guidance:
- Interviewer Calibration Checklist to align hiring team on standards before interviews:
- STAR Format Guide for behavioral question evaluation and follow-up probes:
Who It's For
- Recruiting coordinators building standardized question sets for high-volume hiring
- Hiring managers preparing for structured interviews across direct reports
- Talent acquisition leaders designing consistent assessment processes across departments
- HR teams training interviewers on bias-reduction and calibration
- Executive recruiters conducting calibration exercises for hiring committees
Best For
- Building question banks for new roles or newly opened requisitions
- Preparing for high-volume hiring campaigns requiring consistency and defensibility
- Refreshing outdated question banks misaligned with current job requirements
- Training and calibration exercises for interviewer alignment
- Designing structured interview processes that reduce legal and hiring bias risks
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