Hiring Assistant
Hire with structure — job posts, interview kits, rubrics, onboarding
The problem
Small businesses hire rarely, so every hire is improvised: a job post copied from a competitor, interviews that wander wherever conversation goes, decisions made on gut feel, and onboarding that amounts to "shadow me for a bit." Improvised hiring is slow, biased toward candidates who interview like the owner, and expensive when it misses.
The tool
Once installed, this skill gives you a structured hiring process without hiring an HR consultant. It learns your business, the role, and what success looks like at six months, then generates every artifact the process needs — and holds you to using them consistently.
Before: each candidate gets a different conversation and rejections happen by silence. After: every candidate for a role faces the same questions in the same order, scored on a rubric written before anyone applied, with strong/adequate/weak answer guides so scores mean the same thing across interviews. Fairness is built in as hard rules, not suggestions: no inferences from protected characteristics, evidence-only scoring, and a human reviews every rejection — the skill will not present a score as a decision. Unlike a one-off prompt, the whole kit stays consistent because it all derives from the same stored role definition.
What's inside
- Job descriptions with honest requirements lists (five or fewer, cliché-free)
- Structured interview kits: fixed questions with strong/adequate/weak answer guides
- Weighted screening rubrics with concrete 1-3-5 scoring anchors
- Evidence-cited application screening, with borderline candidates flagged for human judgment
- Candidate emails: acknowledgments, invitations, offers, and humane rejections
- 30/60/90 onboarding plans with owners and checkpoints
How to use it
- 1Click "Install skill" on this page and copy the install prompt.
- 2Paste it into your AI assistant (Claude, ChatGPT, Cursor — anything that can fetch a URL or accept pasted text).
- 3Answer the skill's setup questions about your business.
- 4Build the rubric and interview kit before posting the job — the skill enforces rubric-before-review, and it only works if the rubric exists before applications arrive.
Example
A three-location bakery is hiring its first shift supervisor. Setup defines success: shifts fully staffed, opening checklist done without prompting, two bakers trained by month six. The skill produces a posting ("Shift Supervisor — early mornings, real responsibility, $24-27/hr" with four requirements), a rubric weighting reliability evidence at 35%, and an interview kit whose first question is "Tell me about a time you had to run something when the person in charge wasn't there." When 23 applications arrive, the owner pastes them in batches; each comes back scored with cited evidence — "scored 5 on reliability: four years at the same cafe, promoted to keyholder" — with six advancing, four flagged "human judgment needed," and a reminder that every pass requires her review before any rejection email goes out.
Pro tip
Reuse the six-month success outcomes from setup as the new hire's 90-day checkpoints in the onboarding plan — the skill will do this automatically if you ask, and it means the person is measured against exactly what they were hired for.
Related tools
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