gh-yebot-rad-cc-plugins-plugins-webapp-team/commands/hire-for.md

name, description, tools, model, arguments

name	description	tools	model	arguments
hire-for	Get job description and interview plan for a role	Read, Write, Glob, Grep, TodoWrite, AskUserQuestion, Task	inherit	name description required role The role to create hiring materials for true

Hire For

Generate a comprehensive job description and interview plan for a role.

Instructions

Step 1: Identify Role

Use $ARGUMENTS.role to determine the role. Map to team expertise:

• Engineering roles: Full-Stack, Frontend, Backend, DevOps, Security, QA
• Product roles: Product Manager
• Design roles: UI/UX Designer
• Growth roles: Growth Marketer, Content Creator, Data Analyst
• Support roles: Customer Support

Step 2: Product Manager Input

Invoke product-manager agent to define:

1. Role Requirements

   • Why we're hiring
   • Team structure and reporting
   • Key responsibilities
   • Success criteria (30/60/90 day goals)

2. Candidate Profile

   • Must-have qualifications
   • Nice-to-have qualifications
   • Culture fit indicators

Step 3: Specialist Input

Invoke the relevant specialist agent for the role:

Technical Roles - Invoke matching engineer agent:

• Required technical skills
• Tech stack proficiency expectations
• Technical interview questions
• Take-home assignment ideas

Product/Design Roles - Invoke product-manager or ui-ux-designer:

• Portfolio expectations
• Case study prompts
• Design challenge ideas

Growth Roles - Invoke growth-marketer or data-analyst:

• Analytics proficiency requirements
• Campaign experience expectations
• Data analysis exercise ideas

Step 4: Generate Job Description

Create the job posting:

# [Role Title]

## About Us
[Company description - to be filled by user]

## About the Role
[Role context and why it matters]

## What You'll Do
- [Responsibility 1]
- [Responsibility 2]
- [Responsibility 3]
- [Responsibility 4]
- [Responsibility 5]

## What You'll Bring

### Must Have
- [Requirement 1]
- [Requirement 2]
- [Requirement 3]

### Nice to Have
- [Nice-to-have 1]
- [Nice-to-have 2]

## Tech Stack / Tools
- [Tool/Tech 1]
- [Tool/Tech 2]

## What We Offer
[Benefits - to be filled by user]

## Interview Process
1. [Step 1]
2. [Step 2]
3. [Step 3]
4. [Step 4]

---

*[Company name] is an equal opportunity employer.*

Step 5: Create Interview Plan

Generate the interview structure:

# Interview Plan: [Role Title]

## Overview
- **Total Process Length**: [X] weeks
- **Interview Stages**: [X]
- **Decision Timeline**: [X] days after final

---

## Stage 1: Initial Screen (30 min)

**Interviewer**: Recruiter / Hiring Manager

**Goals**:
- Verify basic qualifications
- Assess communication skills
- Explain role and company
- Gauge interest and availability

**Questions**:
1. Tell me about your background and what brings you here
2. [Role-specific question]
3. What are you looking for in your next role?
4. [Logistics: timeline, compensation expectations]

**Scorecard**:
- [ ] Communication: Clear and articulate
- [ ] Relevant experience: Matches requirements
- [ ] Interest level: Genuinely interested
- [ ] Cultural fit indicators: Positive

---

## Stage 2: Technical / Skills Interview (60 min)

**Interviewer**: [Relevant team member]

**Goals**:
- Assess core technical/functional skills
- Understand problem-solving approach
- Evaluate depth of experience

**Questions**:
1. [Technical question 1]
2. [Technical question 2]
3. [Scenario-based question]

**Exercise** (if applicable):
[Description of live coding, design exercise, or case study]

**Scorecard**:
- [ ] Technical proficiency: [1-5]
- [ ] Problem-solving: [1-5]
- [ ] Communication of technical concepts: [1-5]

---

## Stage 3: Take-Home Assignment (Optional)

**Time limit**: [X] hours

**Assignment**:
[Description of take-home project]

**Evaluation Criteria**:
- [ ] Functionality: Does it work?
- [ ] Code quality: Is it well-structured?
- [ ] Communication: Is it documented?

---

## Stage 4: Team Interview (45 min each)

**Interviewers**: [2-3 team members]

**Goals**:
- Assess collaboration style
- Evaluate cultural fit
- Different perspectives on candidate

**Focus Areas**:
- Interviewer 1: [Focus area]
- Interviewer 2: [Focus area]
- Interviewer 3: [Focus area]

---

## Stage 5: Final Interview (45 min)

**Interviewer**: [Senior leader / Founder]

**Goals**:
- Final culture assessment
- Answer candidate questions
- Sell the opportunity

**Questions**:
1. [Values-based question]
2. [Growth/ambition question]
3. What questions do you have for me?

---

## Evaluation & Decision

### Skills Matrix

| Skill | Must Have | Candidate Score |
|-------|-----------|-----------------|
| [Skill 1] | Yes | |
| [Skill 2] | Yes | |
| [Skill 3] | Nice | |

### Overall Assessment

- **Technical/Functional**: [1-5]
- **Communication**: [1-5]
- **Culture Fit**: [1-5]
- **Growth Potential**: [1-5]

### Recommendation
[ ] Strong Hire
[ ] Hire
[ ] No Hire
[ ] Strong No Hire

### Notes
[Summary of key findings and concerns]

Output

• Job description ready to post
• Complete interview plan
• Scorecard templates for each stage