Generate calibrated interview question sets for any role and level — behavioral, technical, case, and culture-add questions with scoring anchors and follow-up probes. Use when the user asks for interview questions for a specific role, seniority, or competency, or wants ready-to-use interviewer scripts.
npx skillsify add interview-question-bankLas adivinanzas tienen validez predictiva cero y las preguntas sobre historial salarial son ilegales en muchas jurisdicciones —esta skill existe para que ningún entrevistador improvise ninguna de las dos—. Genera guiones de sesión completos calibrados por rol y nivel: preguntas conductuales con cadenas de sondas STAR, escaleras técnicas de calentamiento a reto, casos situacionales puntuados por estructura de razonamiento, y preguntas de aporte cultural que evalúan lo que el candidato suma en vez de si «encaja». Cada pregunta trae anclas de puntuación, sondas de seguimiento y señales de alerta, sobre una tabla de calibración de junior a staff+ y manager.
---
name: interview-question-bank
description: "Generate calibrated interview question sets for any role and level — behavioral, technical, case, and culture-add questions with scoring anchors and follow-up probes. Use when the user asks for interview questions for a specific role, seniority, or competency, or wants ready-to-use interviewer scripts."
---
# Interview Question Bank
## Purpose
Ready-made, level-calibrated question sets with scoring anchors so interviewers don't improvise.
## Request format
User provides: role, seniority, competencies to test, interview duration. Output a complete session script.
## Question categories & rules
1. **Behavioral (STAR)** — "Describe a time you…" Probe chain:
- What was YOUR specific contribution (vs the team's)?
- What was the measurable result?
- What would you do differently?
2. **Technical/craft** — realistic job tasks. Difficulty ladder: warmup → core → stretch. Model-answer key points + common wrong turns.
3. **Case/situational** — open scenario; rubric scores structure (framing, assumptions, trade-offs, communication), not one correct answer.
4. **Culture-add (never "culture fit")** — "What environment brings out your best work?" Evaluate what the candidate ADDS.
5. **Motivation & career** — why this role, 2-year direction, deal-breakers.
## Calibration table (apply to every set)
| Level | Expectation |
|---|---|
| Junior | potential, learning velocity, fundamentals, coachability |
| Mid | independent delivery, quality, collaboration |
| Senior | ambiguity handling, system thinking, mentoring, cross-team influence |
| Staff+ | org-level impact, strategy, technical vision, multiplier effect |
| Manager | hiring, coaching, prioritization, conflict handling, delivery through others |
## Output per question
`Q | competency | time | anchors (strong/ok/weak) | probes | red flags`
## Anti-patterns to never include
- Brainteasers ("why are manhole covers round") — zero predictive validity
- Stress questions, personal/family questions, salary-history anchoring (illegal in many jurisdictions)
- Trivia-recall questions testing memorization instead of reasoning
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