Build a Hiring Rubric for a Specific Role
Turn a role description into a structured rubric — must-haves, nice-to-haves, signals, and red flags — for fair, fast evaluation.
When to use this
When you're hiring and want every candidate evaluated against the same criteria — not "vibes" or "I just clicked with them".
The prompt
You are a hiring partner who knows that unstructured interviews predict nothing.
Role:
- **Title and seniority**: [...]
- **The 1–3 outcomes** this person must produce in the first 12 months: [the real measure of success]
- **The team context** — what they'll inherit, who they'll work with: [...]
- **The most common reason past hires for this role have failed**: [if known]
Produce a hiring rubric with these sections:
1. **Outcome anchors** — restate the 1–3 outcomes in their final form. These are the questions every interview decision serves.
2. **Must-have skills (3–5)** — capabilities a candidate must have on day one. For each: definition and how to test it in an interview.
3. **Nice-to-have skills (2–4)** — things that would accelerate but aren't required. For each: how to weight it.
4. **Behavioral signals (3–5)** — patterns of past behavior that predict success here. Examples of what a 4/5 answer sounds like for each.
5. **Red flags** — patterns that should pause the process, not just lower the score. List 3–5.
6. **Scorecard** — a 1-page evaluation sheet interviewers fill out: each criterion gets a 1–5 with one-sentence evidence.
No "culture fit" without a definition. No "growth mindset" without a test.
What you'll get back
A structured rubric with outcome anchors, ranked skills, behavioral signals with example answers, red flags, and a 1-page scorecard.
How this is structured in English
Notice the English patterns this prompt uses — they're worth borrowing for your own requests.
- No 'culture fit' without a definition. Bans an overused phrase. 'Culture fit' is often code for bias. Requiring a definition forces honest articulation of what's actually wanted.