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-bankLes énigmes ont une validité prédictive nulle et les questions sur l'historique salarial sont illégales dans de nombreuses juridictions — cette skill existe pour qu'aucun intervieweur n'improvise ni l'une ni l'autre. Elle génère des scripts de session complets calibrés par rôle et niveau : questions comportementales avec chaînes de relances STAR, échelles techniques de l'échauffement au défi, cas situationnels notés sur la structure du raisonnement, et questions d'apport culturel qui évaluent ce que le candidat ajoute plutôt que son « fit ». Chaque question est livrée avec ancres de notation, relances et signaux d'alerte, sur une table de calibration de junior à staff+ et 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."
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# 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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