headcount is an organization of independently installable Claude Code plugins, each grouping skills for a department such as finance, security, or demand generation. Claude Code users install the departments they need and invoke their skills for specialized work; the catalogue entries are skills and related agent tooling from that organization.
Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add cbrock84/headcount --skill hiring-and-interviewinggit clone --depth 1 https://github.com/cbrock84/headcountWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/cbrock84/headcount/hiring-and-interviewing)<a href="https://agentmods.dev/skills/cbrock84/headcount/hiring-and-interviewing"><img src="https://agentmods.dev/badge/skills/cbrock84/headcount/hiring-and-interviewing.svg" alt="Measured on agentmods" height="20"></a>- NVIDIA SkillSpector pass
What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00070 | $0.00706 |
| Opus 5 | $0.00035 | $0.00353 |
| Sonnet 5 | $0.00014 | $0.00141 |
| Haiku 4.5 | $0.00007 | $0.00071 |
Grade A, and why
hiring-and-interviewing scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 4d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 70 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Hiring and interviewing
Define before sourcing
Write, before posting anything:
- What this person will accomplish in their first year — outcomes, not responsibilities.
- The three or four competencies that actually predict those outcomes.
- What is genuinely required versus what is preferred. Long requirement lists are the most reliable way to shrink and homogenize a candidate pool, and most of the list is never used in the decision.
- The bar, agreed by everyone on the loop, before the first interview.
Undefined roles produce interview loops where each interviewer evaluates against a private definition, and the decision goes to whoever argues hardest.
Design the loop
Each interview assesses different competencies, stated in advance. Overlapping interviews produce four opinions on the same thing and none on the rest.
- Structured beats unstructured, consistently and by a wide margin. Same questions, same order, same rubric. Unstructured interviews mostly measure similarity to the interviewer.
- Work samples predict best. A realistic exercise close to the actual job beats any amount of discussion about it. Keep it time-boxed and pay for anything substantial.
- Behavioral questions about the past, with follow-ups for specifics: what was the situation, what did you do, what happened, what would you change. Hypotheticals measure articulacy.
- Fewer, better interviews. Long loops lose good candidates and add little signal after the fourth conversation.
Evaluating
Interviewers write their assessment against the rubric before any discussion. Group discussion first produces convergence on the first confident opinion rather than an aggregation of independent ones.
Debrief on evidence: what did they say or do that supports this rating? "Culture fit" without behavioral evidence is where bias enters, and it should be challenged every time it appears.
Deciding
A yes needs evidence on every required competency, not a strong overall impression. Where evidence is missing, get it — an extra conversation is cheap compared to a mis-hire.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 4d ago First seen · 70 lines · 70 tokens per session scan A 935591ce7758
hiring-and-interviewing is a skill published in the GitHub repository cbrock84/headcount (1,300 stars, last pushed 5d ago), licensed MIT. It adds 70 tokens to every session and 706 once invoked, about $0.0003 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
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