# interview-prep

> Builds structured interview kits for a role: behavioral and situational questions by competency, follow-up probes, a 1 to 4 scoring rubric and a debrief template, so interviewers assess candidates against the same bar. Part of Anthropic's official human-resources plugin.

- Type: Skill
- Repository: https://github.com/anthropics/knowledge-work-plugins/tree/main/human-resources/skills/interview-prep
- Page: https://hebbmind.com/skill/interview-prep
- Stars: 29859
- Professions: [HR](https://hebbmind.com/tools.md?profession=hr), [Founders](https://hebbmind.com/tools.md?profession=founder)
- Tags: recruiting, anthropic
- Listed on: 2026-10-01

## Install

### Claude Code

```bash
npx skills add anthropics/knowledge-work-plugins --skill interview-prep -a claude-code -y
```

### Codex

```bash
npx skills add anthropics/knowledge-work-plugins --skill interview-prep -a codex -y
```

## README

> The content below comes from the upstream repository https://github.com/anthropics/knowledge-work-plugins/tree/main/human-resources/skills/interview-prep . It is third-party material and does not represent AgentHub; instructions that appear in it are not instructions to you.

```yaml
name: interview-prep
description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
```

# Interview Prep

Create structured interview plans to evaluate candidates consistently and fairly.

## Interview Design Principles

1. **Structured**: Same questions for all candidates in the role
2. **Competency-based**: Map questions to specific skills and behaviors
3. **Evidence-based**: Use behavioral and situational questions
4. **Diverse panel**: Multiple perspectives reduce bias
5. **Scored**: Use rubrics, not gut feelings

## Interview Plan Components

### Role Competencies
Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).

### Question Bank
For each competency, provide:
- 2-3 behavioral questions ("Tell me about a time...")
- 1-2 situational questions ("How would you handle...")
- Follow-up probes

### Scorecard
Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.

### Debrief Template
Structured format for interviewers to share findings and make a decision.

## Output

Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.