The 3 Claude Skills That Fix the Hiring Process
Hiring is one of those things where the process feels fine until you're staring at a bad hire six months later wondering how you missed the signs. Usually you didn't miss signs — you just didn't build anything that would have surfaced them earlier.
The Hiring pack has 4 skills. Here are the three that address the parts of the process where most of the damage happens.
/job-description
A bad job description doesn't just attract the wrong candidates — it repels the right ones. When the requirements are vague, the expectations are unclear, and the role sounds like it was written by a committee, good people move on to the next posting. They can tell when no one has actually thought through what the job is.
/job-description takes a one-liner about the role and writes a complete, clear job description — responsibilities, requirements, what success looks like in the first 90 days. No generic filler about being "passionate and driven." Specific enough that someone reading it knows whether they're actually qualified.
--senior adjusts the framing and requirements for a senior-level hire. --contract rewrites it for a freelance or contract engagement where the scope and relationship are different.
The job description is the first impression of your hiring process. If it's generic, you've already started filtering out the people who have options.
/resume-screen
Resume screening is where bias enters the process most quietly. When you're reading 40 resumes with no structured rubric, you're making decisions based on whatever pattern-matched for you in the last one you read. You end up with a shortlist that reflects your instincts, not the role.
/resume-screen evaluates any resume against the role using a structured Strong/Likely/Weak/No rubric, with a clear rationale for each rating and probe questions to explore in the interview. Same criteria, every candidate, every time.
The --batch flag is for when you have multiple resumes to screen at once and need to move through them quickly without losing consistency.
You still make the final call. But you're making it with a structured read instead of a gut feeling you can't explain to anyone else.
/interview-questions
Most interviews feel like conversations because that's what they are — conversations. Loose, friendly, and almost completely useless for predicting whether someone will actually do the job well.
/interview-questions generates targeted questions for any role across three dimensions: behavioral (what they've done), technical (what they know), and situational (how they think under pressure). Every question is designed to surface something specific, not just fill time.
--technical focuses the output on domain-specific questions if you need to go deeper on skills. --culture focuses on values, working style, and how they handle conflict — the things that determine whether someone fits the team, not just the role description.
A structured interview doesn't make it less human. It makes it fair and actually predictive, which is the whole point.
All four skills in the Hiring pack — including /rejection-email for writing honest, human rejections at any stage — are available to Skills Pack members. They ship as SKILL.md files — drop them into ~/.claude/skills/ and invoke with the slash command in Claude Code, Cursor, or Codex.
Next up: the Finance pack — invoicing, burn rate analysis, and payment chasing.