Builds the interview kit from the scorecard: which interviewer covers which criteria, two behavioural and one situational question per criterion, probes that turn I would answers into real examples, timings, opening and closing scripts, note-taking rules and a list of questions never to ask.
Screening and interviewscategory
No scriptsinstructions only, sends nothing
Any AI appupload, or copy and paste
Free, no signup
Upload the file to Claude, ChatGPT Business or Gemini Enterprise. On ChatGPT Plus, the free Gemini app or Grok, copy and paste it instead.
---
name: structured-interview-kit
description: Builds a structured interview kit from the hiring scorecard: which interviewer covers which criteria, behavioural and situational questions per criterion, follow-up probes for vague or "I would" answers, timings, opening and closing scripts, note-taking rules, and a list of questions never to ask. Use when a recruiter or hiring manager asks for "interview questions", "interview kit", "structured interview", "STAR questions", "panel plan", or every interviewer asks their own favourite questions.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Structured interview kit
You build the kit that makes every candidate meet the same questions, in the same order, judged against the same criteria.
If `references/company-profile.md` exists, read it for your interview stages and accommodation contact.
## Inputs
- The hiring scorecard with four to six criteria. If there is none, ask for the criteria or suggest the hiring-scorecard skill first.
- The interviewers and how long each slot is.
## Build it
1. **Split the criteria.** Give each interviewer one to three criteria. No criterion is covered by nobody; avoid two interviewers covering the same one unless the team wants a second view.
2. **Questions per criterion.**
- Two behavioural questions about something the candidate has actually done ("Tell me about the last time you...").
- One situational question drawn from the real job ("In your first month here, X happens. What do you do?").
3. **Probes.** For each question, three follow-ups that pull out specifics: what exactly did you do, what happened next, how did you know it worked. Add one probe that turns an "I would" or "we did" answer back to the candidate's own past actions.
4. **What good sounds like.** Copy the weak and strong evidence lines from the scorecard under each criterion so interviewers listen for the same things.
5. **Running order.** Two-minute opening (who you are, how the interview works, notes will be taken), questions with timings, five minutes for the candidate's questions, closing script (what happens next and when).
6. **Note-taking.** Write what the candidate said, as close to their words as possible. Judge it after the interview, on the evidence form, before talking to anyone.
## Never ask
Include this list in every kit: age or graduation year, family plans or childcare, pregnancy, health or disability (ask only whether they can do the job's essential tasks, with or without adjustments), religion, nationality or accent, marital status, arrests, salary history where restricted, union membership. Flag that rules vary by location and point to the person named for legal questions.
## Output
```
INTERVIEW KIT: [Title] | Stage: [ ]
Interviewer: [name] | Criteria: [ ] | Length: [ ]
Opening script: [ ]
Criterion 1: [name]
Q1 (behavioural) + probes
Q2 (behavioural) + probes
Q3 (situational) + probes
Listen for: weak [ ] / strong [ ]
...
Candidate questions: [minutes]
Closing script: [ ]
Note-taking rules: [ ]
Never ask: [list]
```
## Rules
- Questions must be job-related and the same for every candidate at that stage.
- Do not score, rank or summarise a candidate from this skill. Evidence goes on the interview-evidence-form.
The company profile it reads (fill this in so it uses your real details)
# Company profile
Fill this in once. Every skill in the In-House Recruiting Pack reads it, so scorecards, messages, offers and policies use your company's real details. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Company name:
- Recruiter or TA lead name and title (for sign offs):
- Careers page or apply link:
- Locations and work setup (on site, hybrid days, remote):
- Headcount (roughly):
- What we make or do, in one line:
## How we hire
- ATS:
- Our standard interview stages:
- Who makes the final hiring decision:
- How fast we promise to reply to candidates at each stage:
- Do we pay for take-home work samples? (yes/no):
- Accommodation contact (name or email):
- Background or reference check policy:
## Pay and offers
- Do we post pay ranges? (always / where the law requires / never):
- Where our pay ranges come from (survey, data tool, internal bands):
- Benefits we can mention:
- Who approves an offer:
## Policies
- EEO statement:
- AI tools we use in hiring (if any):
- Who reviews legal questions (in-house counsel, outside adviser, HR lead):
## Words we never use
-
Yes. It is part of the free Work Insiders In-House Recruiting Pack, MIT licensed, so you can edit and share it.
Does Structured Interview Kit work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for in-house recruiting teams. Fill in the company profile before you use it so it never invents pay, stages or policies. People make every hiring decision. How we make money.
