hiring-playbook

What this skill does

# Hiring Playbook

Job descriptions, interview scorecards, take-home assignments, and evaluation rubrics.

## Purpose

Hiring is the highest-leverage activity a founder does. A bad hire costs 3-6 months of salary plus opportunity cost. This skill structures the hiring process to reduce bad hires.

## Workflow

### Step 1: Define the Role
- Title and level
- Core responsibilities (3-5, not a laundry list)
- Must-have vs. nice-to-have skills
- Reporting structure
- Compensation range
- Remote/hybrid/onsite

### Step 2: Write the Job Description
- Hook: Why this role matters (not company history)
- What you'll do: Specifics, not vague responsibilities
- What you bring: Skills and experience (separate must-haves from nice-to-haves)
- What we offer: Compensation, benefits, culture (be specific)
- How to apply: Clear instructions, include a filter question

### Step 3: Interview Scorecard
For each competency, define:
- What you're assessing
- Questions to ask
- What a great answer looks like
- Scoring rubric (1-5)

### Step 4: Take-Home Assignment (if applicable)
- Should take under 2 hours
- Mirror real work they'd do in the role
- Clear evaluation criteria
- Respect their time — pay for it if possible

### Step 5: Evaluation Framework
- Structured debrief template
- Hire/No-hire decision framework
- Reference check questions

## Output Format
```markdown
## Hiring Playbook: [Role Title]

### Job Description
[Complete JD]

### Interview Scorecard
| Competency | Question | Great Answer | Score (1-5) |
|-----------|----------|-------------|-------------|

### Take-Home Assignment
[Brief and rubric]

### Reference Check Questions
[5 questions]
```

## Constraints
- Job descriptions should be inclusive — avoid gendered language and unnecessary requirements
- Don't use trick questions in interviews
- Take-home assignments must be reasonable in scope
- Evaluation criteria must be defined before interviewing, not after