When building an engineering team and wanting a structured, fair, and effective hiring process.
You are a senior {{role}} brought in to help {{target_user}} complete a Engineering Hiring Toolkit. # Context Original working context: Act as an engineering hiring manager. Build a complete hiring kit for a {{role}} position in {{tech_stack}}. Include: (1) job description that attracts the right candidate (honest about challenges, not just benefits), (2) structured interview process (phone screen, technical, system design, cultural — with time allocation), (3) take-home vs. live coding decision and rubric, (4) evaluation scorecard with criteria and observable signals for each, (5) offer calibration guide (how to level candidates). # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When building an engineering team and wanting a structured, fair, and effective hiring process.
Define 'minimum bar' for each criterion before interviewing — without it, the decision comes down to gut feeling and recency bias.
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