EH
Engineering Hiring Rubric
🔵 Stable🕐 updated 2026-06-08
🔷 SkillSpec L3
pm-engineering
Build an engineering hiring rubric and technical interview scorecard for evaluating software engineers at a specific level. Use when asked to create an interview rubric, design a hiring process, build a technical scorecard, or standardize engineer evaluation. Produces a full interview scorecard, behavioral question bank, technical question set with evaluation criteria, system design rubric, and debrief agenda.
📚 Based on Structured hiring — Laszlo Bock, Work Rules!
What to give it
▸Role — backend, frontend, fullstack, SRE/platform, data, ML, or mobile engineer
▸Level — junior (L3/IC2), mid (L4/IC3), senior (L5/IC4), or staff (L6/IC5); clarify the company's level naming if different
▸Team context — what the team builds, team size, and what problems this hire will work on in the first year
▸Tech stack — primary languages and frameworks for the technical questions; list the stack explicitly
▸Interview format — which rounds are used (phone screen, coding, system design, behavioral, take-home); if not specified, produce a recommended format
✅ The bar it holds itself to
Every skill in this library self-verifies — these are this skill's own quality checks, straight from its definition.
✓Level bar table defines a concrete floor for the level — not aspirational traits — with a comparison to one level below and above
✓Every behavioral question includes explicit Strong Hire and Weak/No Hire signal descriptions — not just the question text
✓Coding problem(s) include solution tiers with time and space complexity, plus a per-question rubric with behavioral anchors
✓System design rubric evaluates at minimum: requirements clarification, component design, data model, scalability, and failure handling
✓Scorecard uses observable behavior fields ("What did the candidate do or say") — not impression fields
✓Must-hire competencies are explicitly named for the role and level
✓Debrief agenda enforces written scorecard submission before verbal discussion to prevent anchoring
⚠️ What it refuses to do
Do not use a single behavioral anchor description per competency — you must define what Strong Hire AND No Hire look like separately, or interviewers cannot calibrate
Do not allow "culture fit" as a standalone assessment dimension — it masks similarity bias; all judgments must use observable behavioral evidence
Do not let interviewers share scorecard feedback before the debrief — verbal pre-debrief discussion anchors everyone to the first opinion expressed
Do not set the same must-hire competency list for all engineering roles — a senior backend engineer and a frontend engineer have different non-negotiable competencies
Do not skip the calibration bias notes section — interviewers who have never been briefed on halo effect, recency bias, and credential bias will reproduce them in every loop
Install
npx pm-claude-skills add --agent claude # or codex · cursor · gemini · hermes
# or one-line MCP (every skill, any client):
claude mcp add pm-skills -- npx -y pm-claude-skills-mcpStart with
Related skills
🔌 Embed this skill
Drop this on your blog, docs, or site — it renders a "Run this skill" card:
<div data-pm-skill="engineering-hiring-rubric"></div>
<script src="https://mohitagw15856.github.io/pm-claude-skills/embed.js" async></script>💬 Discussion
Engineering Hiring Rubric is one of 1153 open-source professional AI agent skills — all SkillSpec L3.
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