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 The-AI-Directory-Company/agents-and-skills --skill hiring-rubricgit clone --depth 1 https://github.com/The-AI-Directory-Company/agents-and-skillsWrote 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/the-ai-directory-company/agents-and-skills/hiring-rubric)<a href="https://agentmods.dev/skills/the-ai-directory-company/agents-and-skills/hiring-rubric"><img src="https://agentmods.dev/badge/skills/the-ai-directory-company/agents-and-skills/hiring-rubric/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/the-ai-directory-company/agents-and-skills/hiring-rubric"><img src="https://agentmods.dev/badge/skills/the-ai-directory-company/agents-and-skills/hiring-rubric.svg" alt="Reviewed on agentmods" width="80" height="20"></a>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 | $0.00033 | $0.01328 |
| Opus 5 | $0.00016 | $0.00664 |
| Sonnet 5 | $0.00007 | $0.00266 |
| Haiku 4.5 | $0.00003 | $0.00133 |
Grade A, and why
hiring-rubric 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 8d 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 — 126 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Hiring Rubric
Before you start
Gather the following from the user:
- What role are you hiring for? (Title, level, team)
- What does success look like at 6 months? (3-5 concrete outcomes the hire should achieve)
- What are the must-have vs nice-to-have skills? (Technical and non-technical)
- How many interview rounds? (Phone screen, technical, system design, behavioral, culture)
- Who is on the interview panel? (Names and which dimensions they'll evaluate)
If the user says "we need a strong engineer," push back: "Strong at what? Backend systems? Cross-team collaboration? Debugging production issues? Define 3-4 specific capabilities that matter most for this role."
Hiring rubric template
1. Role Profile
Write a concise profile that anchors the rubric to actual job needs, not a generic job description. Include: role title, team, level, reporting line, and 2-3 concrete 6-month goals the hire should achieve.
2. Evaluation Dimensions
Define 4-6 dimensions. Each dimension must be independent — avoid overlap. Assign a weight reflecting its importance to the role.
| Dimension | Weight | Assessed In |
|------------------------|--------|----------------------|
| Technical depth | 30% | Technical interview |
| System design | 25% | Design interview |
| Problem-solving | 20% | Technical interview |
| Communication | 15% | All rounds |
| Collaboration | 10% | Behavioral interview |
3. Scoring Criteria
For each dimension, define what a 1 through 4 looks like. Avoid vague language — describe observable behaviors.
Dimension: Technical Depth
4 - Strong Hire: Solves the problem correctly with clean, production-quality
code. Identifies edge cases proactively. Discusses tradeoffs
of their approach without prompting.
3 - Hire: Solves the problem with minor issues. Handles most edge
cases when prompted. Can articulate why they chose their
approach.
2 - Weak: Reaches a partial solution with significant guidance.
Misses important edge cases. Struggles to compare
alternative approaches.
1 - No Hire: Cannot make meaningful progress on the problem. Shows
gaps in fundamentals expected at this level.
What ships with it
4 files beside SKILL.md in the same directory: the scripts, references and assets a skill reads on demand. Not counted in the per-session cost; read them before you install if any of them is executable.
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.
- 8d ago First seen · 126 lines · 33 tokens per session scan A 7b752d32b6b5
hiring-rubric is a skill published in the GitHub repository The-AI-Directory-Company/agents-and-skills (2 stars, last pushed 5mo ago), licensed MIT. It adds 33 tokens to every session and 1,328 once invoked, about $0.0002 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.
Other skills, from other repositories
starting-a-new-project
Use when the workspace is empty — no code yet — and the user brings a raw idea: the brand-new branch of setting-up-a-project, normally reached via that dispatcher, directly only when the situation is unmistakable. Not for features in an existing project — use brainstorming instead.
customer-success
Support workflows, ticketing systems (Zendesk, Intercom), knowledge base design, chatbot design, and metrics (CSAT, NPS). Use when building support infrastructure, designing help centers, or optimizing customer experience.
event-planner
Event planning with timelines, budgets, vendor coordination, logistics checklists, and post-event evaluation. Use when organizing conferences, workshops, galas, or corporate events.
hr-talent
HR and talent management expertise for talent acquisition, performance management, compensation strategy, organizational design, culture building, succession planning, and D&I programs. Use when hiring, managing performance, designing organizations, or building culture.
innovation
Innovation management expertise for innovation frameworks (Design Thinking, Stage-Gate), ideation processes, innovation portfolio management, venture capital, open innovation, and IP strategy. Use when driving innovation, managing R&D portfolios, or building innovation programs.
leadership
Executive leadership expertise for decision-making, change management, crisis management, stakeholder management, team building, and organizational leadership. Use when leading teams, managing change, navigating crises, or developing leadership skills.