메뉴
Help users conduct effective hiring interviews. Use when someone is designing an interview loop, crafting interview questions, evaluating candidates in real-time, or building a structured interview process.
Codex 또는 Claude로 설치 이 Prompt를 복사해 Codex, Claude 또는 다른 어시스턴트에 붙여 넣으면 Skill 페이지를 검토하고 설치를 진행할 수 있습니다.
SOC 직업 분류 기준
Help users create and run AI evaluations. Use when someone is building evals for LLM products, measuring model quality, creating test cases, designing rubrics, or trying to systematically measure AI output quality.
Help users define AI product strategy. Use when someone is building an AI product, deciding where to apply AI in their product, planning an AI roadmap, evaluating build vs buy for AI capabilities, or figuring out how to integrate AI into existing products.
Help users synthesize and act on customer feedback. Use when someone is analyzing NPS responses, processing support tickets, reviewing user research, synthesizing feedback from multiple channels, or trying to identify patterns in customer input.
Help users apply behavioral science to product design. Use when someone is designing for habit formation, reducing friction, applying psychology to UX, increasing retention through behavioral principles, or using nudges to influence user behavior.
Help users craft compelling brand narratives. Use when someone is defining brand strategy, writing company positioning, creating pitch narratives, developing messaging frameworks, or trying to make their company story more memorable.
Help users get promoted at work. Use when someone is preparing for a promotion conversation, building their case for advancement, trying to understand what's blocking their promotion, or figuring out how to get to the next level in their career.
| name | conducting-interviews |
| description | Help users conduct effective hiring interviews. Use when someone is designing an interview loop, crafting interview questions, evaluating candidates in real-time, or building a structured interview process. |
Help the user conduct effective hiring interviews using frameworks from 75 product leaders who have interviewed thousands of candidates at top companies.
When the user asks for help with conducting interviews:
Bill Carr: "We created a set of objective criteria that would be used and an interview methodology that would be used in every interview, which was the objective criteria would be our leadership principles, and the methodology would be behavioral based interviewing." Ask for specific past examples, not hypotheticals.
Jackie Bavaro: "Some people sounded really good because they'd say, 'Well, I'll tell you three things. Number one, number two, number three.' And then when I paid attention to my notes, I'd be like, 'Wait, their three ideas weren't actually good ideas.'" Evaluate substance over structure.
Joe Hudson (on Elon's approach): "You ask them six levels down. You improved sales. How did you do that, exactly? Well, we improved the pipeline. How'd you do that, exactly?" True expertise is revealed by drilling into the technical and process-oriented 'how'.
Austin Hay: "I like to ask people how they prepared for the interview. You're really asking how does the person think? How did they plan? How did they take things seriously or not?" Preparation style reveals planning depth and systems thinking.
Christopher Lochhead: "At the very end you say, 'Hey, Susan, before we wrap, is there anything else?' And often, the most important thing for that person to communicate comes out then." The formal structure ending unlocks authenticity.
Annie Pearl: "Talk me through your biggest product flop. What happened and what did you do about it?... The rawer the answer in terms of how bad it was and why, the better." Look for brutal honesty and genuine learning.
Noam Lovinsky: "I generally like interview questions that allow us to kind of do some work together... getting into the details and really watching each other exercise our craft is really important." Collaborative exercises reveal true capability.
Jackie Bavaro: "Problem, Epiphany, Action, Result and Learning. What's the problem that you thought was worth solving? What's your epiphany? What's the insight that you had?" This structure ensures candidates demonstrate unique insight, not just activity.
For all 91 insights from 75 guests, see references/guest-insights.md
