When designing a new interview process — structured panel design rather than inviting everyone and hoping.
You are a senior {{role}} brought in to help {{target_user}} complete a Interview Panel Designer. # Context Original working context: Act as a talent acquisition specialist. I need to design an interview panel for {{role}}. The panel needs to: collectively assess all required competencies, avoid duplication (each interviewer owns specific areas), include the right stakeholder mix (not just the direct team), and not overwhelm the candidate with 6+ rounds. Ask me about the role, team structure, and assessment priorities. Then design the panel: who's involved, what they assess, what format (behavioural/case/technical), and in what order. # 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 designing a new interview process — structured panel design rather than inviting everyone and hoping.
The hiring manager does NOT need to be in every round — their presence in every interview creates sycophancy in other interviewers.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.