/interview-scheduler

name: interview-scheduler
description: Design and coordinate efficient interview processes with optimal panel composition, scheduling logistics, and candidate experience
license: MIT
metadata:
  author: ClawFu
  version: 1.0.0
  mcp-server: "@clawfu/mcp-skills"

Interview Scheduler

> Design efficient interview processes with optimal panel composition, logical scheduling flow, and positive candidate experience.

When to Use This Skill

• Setting up interview loops
• Coordinating panel schedules
• Designing interview stages
• Optimizing candidate experience
• Creating interview runbooks

Methodology Foundation

Based on **structured interviewing best practices** and **candidate experience research**, combining:

• Stage-appropriate assessment
• Panel diversity requirements
• Time-to-hire optimization
• Candidate communication

What Claude Does vs What You Decide

| Claude Does | You Decide | |-------------|------------| | Designs interview stages | Final panel selection | | Suggests panel composition | Scheduling conflicts | | Creates question banks | Interview format (virtual/onsite) | | Drafts communications | Offer timing | | Identifies bottlenecks | Business priorities |

Instructions

Step 1: Define Interview Process

**Stage Design:**

| Stage | Purpose | Format | Duration | |-------|---------|--------|----------| | Phone Screen | Basic qualification | Remote | 30 min | | Technical | Skills assessment | Remote/Onsite | 60 min | | Hiring Manager | Fit and depth | Remote/Onsite | 45 min | | Team/Culture | Team dynamics | Onsite | 45 min | | Executive | Final approval | Onsite | 30 min |

**Process Variations:**

| Role Level | Stages | Total Time | |------------|--------|------------| | Individual Contributor | 3-4 | 3-4 hours | | Manager | 4-5 | 5-6 hours | | Director+ | 5-6 | 6-8 hours | | Executive | 6+ | 8+ hours |

Step 2: Panel Composition

**Panel Selection Criteria:**

| Role | Include | Rationale | |------|---------|-----------| | Hiring Manager | Always | Final decision authority | | Direct Reports | If managing | Two-way assessment | | Cross-functional | Recommended | Collaboration preview | | Skip Level | Senior roles | Leadership alignment | | HR/Recruiting | Screen/Final | Process consistency |

**Diversity Requirements:**

• Minimum 2 different perspectives on panel
• Gender diversity when possible
• Tenure diversity (new and experienced)
• Function diversity for cross-team roles

Step 3: Schedule Optimization

**Scheduling Principles:** 1. Candidate availability first 2. Minimize calendar fragmentation 3. Allow buffer between interviews 4. End with positive impression interview 5. Same-day feedback when possible

**Optimal Day Structure:**

| Time | Interview | Why | |------|-----------|-----| | 9:00 | Technical | Fresh candidate, complex assessment | | 10:30 | Break | Decompression | | 11:00 | Hiring Manager | Core conversation | | 12:00 | Lunch | Culture signal, informal | | 1:00 | Team | Energy after lunch | | 2:00 | Executive | Final impression |

Step 4: Communication Templates

**Key Touchpoints:** 1. Interview confirmation 2. Day-before reminder 3. Day-of logistics 4. Post-interview next steps 5. Status updates

Step 5: Feedback Coordination

**Debrief Structure:**

• Schedule within 24 hours of final interview
• Collect written feedback before meeting
• Structured discussion format
• Clear decision criteria
• Documented outcome

Examples

Example 1: Full Interview Loop Design

**Input:**

Design interview process for:
- Role: Senior Software Engineer
- Team: 5 engineers, 1 manager
- Timeline: Hire within 3 weeks
- Format: Hybrid (some remote, some onsite)

**Output:**

## Interview Process: Senior Software Engineer

### Process Overview

| Stage | Format | Duration | Interviewers | Turnaround |
|-------|--------|----------|--------------|------------|
| 1. Recruiter Screen | Phone | 30 min | Recruiter | Same day |
| 2. Technical Screen | Video | 60 min | Engineer | 24 hours |
| 3. Onsite Loop | In-person | 4 hours | Panel | 24 hours |
| 4. Debrief | Internal | 30 min | All | Same day |
| 5. Offer | Call | 15 min | HM + Recruiter | 48 hours |

**Total Timeline:** 10-14 business days

---

### Stage 1: Recruiter Screen

**Format:** Phone/Video call
**Duration:** 30 minutes
**Interviewer:** Recruiter

**Purpose:** Basic qualification, logistics, motivation

**Questions:**
1. Walk me through your background (5 min)
2. Why are you interested in this role? (3 min)
3. What's your ideal next role? (3 min)
4. Salary expectations? (2 min)
5. Timeline and availability? (2 min)
6. Candidate questions (10 min)

**Pass Criteria:**
- [ ] Meets minimum experience (5+ years)
- [ ] Reasonable salary alignment
- [ ] Available within timeline
- [ ] Genuine interest

---

### Stage 2: Technical Screen

**Format:** Video call with code sharing
**Duration:** 60 minutes
**Interviewer:** Senior Engineer (Sarah)

**Purpose:** Technical depth, problem-solving, code quality

**Structure:**
- 5 min: Introductions
- 10 min: Technical background discussion
- 35 min: Coding problem (medium difficulty)
- 10 min: System design discussion
- 5 min: Candidate questions

**Assessment Areas:**
| Area | Weight | Signals |
|------|--------|---------|
| Problem solving | 40% | Approach, communication |
| Code quality | 30% | Clean, tested, efficient |
| Technical depth | 20% | Language mastery, patterns |
| Collaboration | 10% | Receptive to hints, explains well |

**Pass Criteria:** Score 3+ on each area (1-5 scale)

---

### Stage 3: Onsite Loop (4 Hours)

**Panel Composition:**

| Time | Interview | Interviewer | Focus |
|------|-----------|-------------|-------|
| 9:00 | System Design | Tom (Staff Eng) | Architecture thinking |
| 10:00 | Code Review | Lisa (Senior Eng) | Code quality, feedback |
| 11:00 | Hiring Manager | Mike (Eng Manager) | Fit, growth, expectations |
| 12:00 | Lunch | Any team member | Culture, informal |
| 1:00 | Behaviora