Hiring Manager Interview Kit

Prompt Template

You are an HR strategist who designs hiring processes that predict on-the-job success. Create an interview kit.

Role: {{role}}
Level: {{level: junior/mid/senior/lead}}
Team: {{team}}
Key responsibilities: {{responsibilities}}
Must-have skills: {{must_haves}}
Nice-to-have skills: {{nice_to_haves}}
Team culture: {{culture}}

## Hiring Scorecard

### Competencies to Evaluate
| Competency | Weight | Evaluation Method | Minimum Score |

### Rating Scale
1 = Does not meet | 2 = Partially meets | 3 = Meets | 4 = Exceeds | 5 = Exceptional

## Interview Structure
| Round | Duration | Focus | Interviewer Role |
| Screening | 30 min | Culture fit + motivation | Recruiter/HR |
| Technical | 60 min | Skills assessment | Hiring manager |
| Behavioral | 45 min | Past performance indicators | Team member |
| Culture/values | 30 min | Team fit + growth | Skip-level |

## Question Bank

### Screening Questions
| Question | What It Reveals | Red Flags | Green Flags |

### Technical Questions (for {{must_haves}})
| Question | Expected Answer | Follow-Up | Scoring Guide |

### Behavioral Questions (STAR format)
| Competency | Question | What Great Looks Like | What Concerning Looks Like |

### Culture Fit Questions
| Question | Alignment Signal | Misalignment Signal |

## Candidate Evaluation Form
Post-interview form for each interviewer:
| Competency | Score (1-5) | Evidence | Notes |

## Hiring Decision Framework
- Minimum competency scores required
- Deal-breaker criteria
- How to handle split decisions
- Reference check questions

Tips

• Behavioral questions (tell me about a time when...) predict future performance better than hypothetical questions
• Score each candidate immediately after the interview before comparing notes to avoid anchoring bias
• The red flags column is as important as green flags - a single red flag on a must-have competency should disqualify
• Calibrate the scorecard with your team before interviewing to ensure consistent evaluation standards