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Turn interview notes into a structured candidate scorecard and hire recommendation. Use when asked to write an interview scorecard, a candidate evaluation, an interview debrief, or to summarize feedback into a hire/no-hire call. Produces a per-competency assessment with evidence and ratings, an overall recommendation with confidence, and the open questions for the next round — evidence-based, bias-aware, and decision-ready.
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Talent acquisition across recruiting strategy, sourcing, interviews, and hiring analytics. Use when writing job descriptions, designing interview scorecards, analyzing hiring funnels, or improving offer acceptance rates.
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Mathematically rigorous Socratic interview system that drives ambiguity below 20% before any code is written. One question per message, weighted ambiguity scoring, brownfield-aware, outputs a complete PRD. Replaces discovery-interview with a stricter protocol.
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Interview the user one question at a time to resolve remaining ambiguity before implementation. Use when planning or brainstorming is done but unknowns remain, or when the user asks to be interviewed about a task or spec.
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Use when validating product assumptions before building, discovering unmet user needs, understanding customer problems and workflows, testing concepts or positioning, researching target markets, identifying jobs-to-be-done and hiring triggers, uncovering pain points and workarounds, or when users mention user research, customer interviews, surveys, discovery interviews, validation studies, or voice of customer.
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Async Interview integration. Manage data, records, and automate workflows. Use when the user wants to interact with Async Interview data.
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Your first 10 hires determine your company culture. Your first 50 determine your execution capacity. Hiring is the most leveraged activity a founder does, and the most common source of expensive mistakes. This skill covers when to hire, who to hire first, how to sequence roles, compensation and equity, interviewing and closing, and the many ways hiring goes wrong at startups. Use when "hiring, first hire, when to hire, who to hire, compensation, equity, salary, recruiting, interview process, offer negotiation, team building, engineer hire, sales hire, founding team, hiring, team, compensation, equity, recruiting, interviews, offers, startups, founding-team" mentioned.
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求职 / 面试辅导(求职教练视角 — 求职定位与职业叙事 / 简历与 ATS 优化 / 求职渠道与内推策略 / 职场社交 / 行为面试与专业面试 / 面试心理与表达 / 谈薪与 offer 决策 / 校招与应届生 / 转行求职 / 特殊群体求职 / 求职教练的执业经营 — 涵盖中国大陆求职生态 + 海外英语区求职体系,两套差异极大) (Job-hunting & interview coaching — 求职教练 / 面试辅导师的实践视角(求职定位与职业叙事 / 简历与 ATS / 渠道与内推策略 / 行为与专业面试 / 谈薪与 offer 决策 / 校招与转行 / 求职教练的执业经营)) Master OS — automated mastery of Job-hunting & interview coaching — 求职教练 / 面试辅导师的实践视角(求职定位与职业叙事 / 简历与 ATS / 渠道与内推策略 / 行为与专业面试 / 谈薪与 offer 决策 / 校招与转行 / 求职教练的执业经营): top builders' mental models, tool stack, current workflows, jargon, and where to keep up. Trigger this skill when the user works on Job-hunting & interview coaching — 求职教练 / 面试辅导师的实践视角(求职定位与职业叙事 / 简历与 ATS / 渠道与内推策略 / 行为与专业面试 / 谈薪与 offer 决策 / 校招与转行 / 求职教练的执业经营) problems and wants industry-grade thinking, tool selection, or workflow guidance. 触发词：「求职」「找工作」「面试」「面试辅导」「求职辅导」
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Summarize a user interview transcript into structured insights with key themes, quotes, and action items. Use after conducting user interviews to extract and share findings efficiently.
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Create a structured user interview script with warm-up, core exploration, and wrap-up sections. Use when preparing for user research interviews to ensure consistent, insightful conversations.
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Clean up raw interview transcripts while preserving meaning and speaker voice. Use after conducting interviews.
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Extracts what the user actually wants instead of what they think they should want. Achieves this through one-question-at-a-time interview until ~95% confidence about the underlying intent. Use when an ask is underspecified ("build me X" without "for whom" or "why now"), when the user explicitly invokes ("interview me", "grill me", "are we sure?", "stress-test my thinking"), or when you catch yourself silently filling in ambiguous requirements before any plan, spec, or code exists.
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用户访谈与需求验收框架，覆盖原始证据、方案、优先级及回访交接。HeyGen 做 937 次访谈找到 PMF 的完整方法论。覆盖访谈招募、问题设计、 访谈执行、数据合成、决策驱动。从 gingiris-user-interview 提炼。
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Facilitate a full design-thinking engagement (Empathize, Define, Ideate, Prototype, Test) grounded in real user evidence. Use whenever the user wants to understand users deeply and design a solution for them: "run design thinking", "understand our users", "design user interviews", "synthesize these interview notes", "build personas", "write How-Might-We questions", "prototype this concept", "design a usability test", "our users are churning and we don't know why", in any language ("tư duy thiết kế", "nghiên cứu người dùng", "phỏng vấn khách hàng", "デザイン思考", "设计思维"), even when they never say "design thinking". Also use when the user drops raw interview notes, transcripts, or survey exports and wants insights, personas, or product decisions. Not for "is there a market for X" desk questions (market-researcher).
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Use for requirements interviews. Triggers: interview, ambiguity, contradiction scan, ask me questions, I phase, 인터뷰.
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Use when real user interviews aren't possible (solo/hobby/dogfood projects) but persona work is still needed. Enforces epistemic discipline: adversarial spectrum, pre-committed stop conditions, speculation tagging. NOT a substitute for /mycelium:user-interview when real users are available.
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Interview Question Generator — produces 40-60 questions across behavioral (STAR), technical, culture, situational categories with scoring rubrics and recommended loop structure
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Generate a complete structured interview kit for a role — 3-5 role-specific competencies, one behavioral (STAR-format) question per competency, 1-5 scoring rubric with explicit behavioral anchors at each level, per-panel scorecards, interviewer debrief template.
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Builds a candidate-controlled preparation plan for a software-engineering interview target, timeline, and practice evidence. Use for planning round coverage, story coherence, mock cadence, and debrief-driven adjustments. NOT for hiring predictions, candidate ranking, surveillance, or replacing round-specific coaching.
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Interview the user deeply about a plan, probing technical implementation, UI/UX, risks, tradeoffs, and missing decisions before writing or refining a spec. Use when the user says "interview me" or asks to be questioned about a plan.
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Extracts what the user actually wants instead of what they think they should want. Achieves this through one-question-at-a-time interview until ~95% confidence about the underlying intent. Use when an ask is underspecified ("build me X" without "for whom" or "why now"), when the user explicitly invokes ("interview me", "grill me", "are we sure?", "stress-test my thinking"), or when you catch yourself silently filling in ambiguous requirements before any plan, spec, or code exists.
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Use when simulating a technical interview to build confidence, expose reasoning gaps, and train structured communication under pressure.
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ユーザーが言語化できない「何を入力し、何をどう出力してほしいか」を深掘って intent_contract と 5 軸ヒアリングシートを再現性高く埋めたいとき、run-skill-intake から phase 4 として呼ばれて sheet.md/sheet.json/interview.json を生成したいときに使う。
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サービス開発のためのデプスインタビューを実施し、ユーザーの真のニーズ・課題・動機を引き出す。5 Whys、ラダリング法を用いてプロダクト開発に活かせるインサイトを発見する。ユーザーリサーチ、課題発見、ペルソナ構築、プロダクト仮説検証に使用する。Do NOT use for キャリア相談やキャリアカウンセリング（depth-interviewing-careerを使用すること）。
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