Configure Your Organization and Rubrics1 skill
Set up your organization's role levels, competency matrices, and evaluation rubrics for consistent hiring
HR Blueprint
Safety checkedA framework with 12 specialist agents that runs structured, bias-aware resume screening, interview prep, assessment, and comparison workflows for engineering roles.
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Runs resume evaluations with consistent rubrics and eliminates bias from hiring by filtering presentation style from technical substance. It applies the same scoring criteria to every candidate regardless of when their application arrives, removing fatigue-based inconsistencies and helping you surface overlooked potential that gut-feel hiring misses.
Once you set up your organization's role levels, rubrics, and tech stack, you use the framework in stages: 1. Run /evaluate-resumes to score all new resumes against your IC or Manager rubric, auto-generating HR summaries. 2. For promising candidates (✅ and ⭐ scores), run interview prep to generate role-targeted questions. 3. Fill in interview notes during the interview, then run /assess-interviews to score responses. 4. Use the candidate-comparer to side-by-side finalists. Output: structured evaluations with breakdown scores, interview assessments, and batch reports with CSV tracking.
Set up your organization's role levels, competency matrices, and evaluation rubrics for consistent hiring
Score IC and Manager resumes using consistent 35-point and 50-point rubrics with bias-aware evaluation
Create customized interview materials based on each candidate's resume evaluation and gaps
Evaluate interview performance with structured scoring and create interview HR summaries
Analyze multiple candidates together to surface differentiators and support final hiring decisions
Verify evaluation accuracy and produce batch tracking reports for your hiring pipeline
Every candidate in a hiring pipeline gets evaluated on the same substantive criteria with the same rigor, so great potential isn't lost to bias or reviewer fatigue, and your final hire decision is backed by structured evidence instead of impression.
Requires either Claude Code CLI or VS Code with GitHub Copilot enabled. The shared methodology lives in AI.md (single source of truth for both providers), while CLAUDE.md and .github/copilot-instructions.md contain provider-specific dispatch logic. All candidate data is gitignored (.org/*, resumes/, evaluations/, reports/), keeping sensitive hiring information out of version control while keeping templates and agent definitions committed.
This framework is intentionally structured and opinionated. If your hiring process is highly informal or non-technical roles, the 7-10 point rubrics may feel overly granular. Setup requires configuring role levels and rubrics for your organization (one-time step). The regional context features only activate for candidates from regions you explicitly configure.
Structured Rubrics
35-point IC rubric (5 core + 2 role-specific categories) and 50-point Manager rubric (10 categories) with clear scoring criteria
Bias Mitigation
Filters out resume length, photos, tone, and cultural presentation style while focusing evaluation strictly on technical substance and leadership outcomes
12 Specialist Agents
Team of evaluators, regional advisors, interview preps, assessors, comparers, and reporters with defined roles and expertise
Regional Context
Interprets educational credentials and resume styles from different regions without penalizing cultural presentation differences
Dual-Provider Support
Works with both Claude Code CLI and VS Code + GitHub Copilot using shared AI.md methodology to ensure consistent evaluations