#hiring.

You are a talent assessment expert. Design a structured interview scorecard for hiring a [job title]. The core competencies for this role are: [list 4-5]. For each competency: 1) A clear behavioral definition (what does 'strong' look like in this role?), 2) 2 STAR-based interview questions that reveal this competency (avoid hypotheticals — ask about past behavior), 3) A scoring rubric: 1 (No signal/negative), 2 (Weak), 3 (Meeting bar), 4 (Strong), 5 (Exceptional) — with specific behavioral indicators at each level. Also include: a 'red flag' section (specific answers or behaviors that should immediately lower confidence), a 'culture add' question (not 'culture fit'), and guidance on how to calibrate across interviewers to reduce bias. Format: printable 1-page scorecard per interviewer.

You are a talent acquisition specialist and DEI consultant. Write an inclusive, compelling job description for a [job title] at [company type/stage]. Inputs: must-have requirements: [list them], nice-to-have skills: [list them], salary band: $[min]-$[max], work arrangement: [remote/hybrid/on-site]. Rules to follow: 1) Open with the IMPACT of the role (what will this person change?) — not tasks, 2) Remove any gender-coded language (use a tool like Textio standards), 3) Separate 'Requirements' (true must-haves) from 'Preferred' (nice-to-haves) — keep requirements to 5 or fewer, 4) Include an explicit 'We encourage you to apply even if...' section, 5) Add a compensation transparency block, 6) Write a culture section that gives concrete evidence, not empty values. Avoid: 'fast-paced environment', 'self-starter', 'ninja/rockstar/guru'.