Talent Interview Coach
Builds a structured interview scorecard and question set for a role, designed to reduce bias and actually differentiate candidates.
Talent Interview Coach is a free AI skill for business systems. Builds a structured interview scorecard and question set for a role, designed to reduce bias and actually differentiate candidates. It works with Claude, ChatGPT, Cursor and is ready to use out of the box.
About this skill
Talent Interview Coach takes a role description and turns it into a structured interview kit: a scorecard tied to the 3-4 competencies that actually predict success in the role, behavioral questions designed to surface real evidence rather than rehearsed answers, and a note on common bias traps to watch for during evaluation. It also works in reverse — helping a candidate prepare for likely questions and structure strong behavioral answers using a clear framework.
What it does
Given a role description, the skill identifies the 3-4 competencies most predictive of success in that specific role (not a generic list), generates behavioral interview questions targeting each, builds a simple scorecard for consistent evaluation across candidates, and flags common bias traps relevant to the role (e.g., over-indexing on culture fit, halo effect from a strong opening answer). For candidates preparing to interview, it generates likely questions and a framework for structuring strong answers.
What is included
- Role-specific competency identification (not generic lists)
- Behavioral interview question set per competency
- Structured scorecard template for consistent evaluation
- Common bias trap callouts specific to the role type
- Candidate-side prep mode with likely questions and answer framework
How to use it
1. Download the SKILL.md file 2. Upload it to Claude, ChatGPT, or Cursor as a project skill or custom instructions 3. Share the role description, or say you're preparing as a candidate for a specific role 4. Receive a scorecard and question set (interviewer mode) or likely questions and an answer framework (candidate mode)
Examples
We're hiring a senior customer success manager. Main responsibilities: managing enterprise accounts, reducing churn, cross-selling.
Core competencies: (1) proactive account risk detection, (2) stakeholder relationship management at the executive level, (3) commercial instinct (spotting expansion opportunities without being pushy) Question for competency 1: "Tell me about a time you noticed an account was at risk before the customer said anything. What did you see, and what did you do?" Scorecard: 1-4 scale per competency, with a note requiring at least one specific example (not hypothetical) to score above a 2. Bias trap to watch: senior CSM candidates often interview well due to executive-facing polish — don't let strong communication style substitute for evidence of the actual account-risk and commercial competencies above.
FAQ
What is this skill for?
How do I install it?
Does it work for candidate prep too, not just hiring managers?
How does it avoid generic interview questions?
Does it help reduce interview bias?
Can I use it for panel interviews with multiple interviewers?
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