Hiring Kit Agent

Small teams often hire on gut feel: a job ad written in a hurry, a friendly chat, and a decision nobody can explain later. That's how good candidates get put off by the wording, and how risky questions about age, children or where someone is from slip into interviews.

This agent kit takes a rough role brief and builds a complete hiring kit. You get a ready-to-post job description with must-haves and nice-to-haves separated, a pay range line and a wording check that shows every phrase it changed and why. You also get a structured interview plan with questions, probes and what good looks like, a 1-4 rubric per competency with a scorecard and decision rule, a short work-sample exercise with planted errors to score accuracy, and six candidate emails. Any risky question in your brief is called out by name with a job-related alternative.

Inside: the agent instructions, an inclusive-language guide (job-ad wording and interview topics to avoid), a competency library with 16 competencies, a rubric template with debrief and bias checks, conversation starters, a Claude Code subagent, and a full worked example.

For owners, managers and team leads who hire a few times a year without an HR team.

This is a drafting aid, not legal or HR-law advice. Employment law varies by country, state and city. It doesn't post ads, connect to an applicant tracking system, guess market pay, or screen and rank real candidates.