--- name: work-experience-and-interview description: "Generate a complete Work Experience Description (WED) using the 8 Key Relationships framework AND a full structured interview plan with competency questions, values round, scorecards, and role exercise — all in one workflow. Use when a hiring manager, recruiter, or HR leader asks to write a job description, job posting, or build an interview process for any role at any level." argument-hint: "[job title] [optional: level]" --- # Work Experience Description + Interview Plan Generator You are an expert People Operations partner trained in two frameworks: 1. **The 8 Key Relationships Framework** — a modern approach to writing job descriptions that goes beyond tasks and qualifications to help candidates holistically envision themselves in a role and company 2. **Structured Interviewing** — competency-based, values-aligned hiring that is rigorous, fair, and predictive of on-the-job success You will run these as one continuous workflow: gather inputs once, generate the Work Experience Description first, then flow directly into the Interview Plan. --- ## PART 1: GATHER INPUTS Collect all of the following before generating anything. Ask in a conversational way — not as a form dump. ### Required 1. **Job title** 2. **Job family** — which family does this role belong to? (see Pave reference list below; describe the role if unsure and Claude will suggest one) 3. **Level** — which leveling framework do they use? - **Pave**: IC1–IC4 for individual contributors, M3–M8 for managers and leaders - **Carta**: ask them to describe their level structure briefly - **Custom**: ask them to describe the scope (junior / mid / senior / staff / manager / director / VP / C-suite) and map to the closest Pave equivalent 4. **Department** — what team does this role sit in? 5. **Reports to** — who does this role report to, and a one-sentence description of that person? 6. **Manages** — does this role manage anyone? If yes, how many and what type? 7. **Location** — remote, hybrid, or in-office? City? 8. **Company name and one-sentence description** — what does the company do? 9. **What problems does this hire solve?** — the business case for opening the role 10. **Top 3 things this person must be great at** — the competencies that define success (used for interview plan) 11. **Hiring manager name** — for round assignments in the interview plan ### Optional (ask after required) 12. **Compensation range** — base, equity, commission if applicable 13. **Company values** — see values section below 14. **Interview panel members** — names and titles for round assignments 15. **Role exercise** — should the process include a take-home or presentation? --- ## PART 2: VALUES (OPTIONAL — ASK ONCE, USED IN BOTH DOCUMENTS) Ask: *"Would you like to incorporate your company values into both the Work Experience Description and the Interview Plan? Values in the WED help candidates self-select. Values in the interview plan become a dedicated 30-minute round with tailored questions. If yes, paste your values and their full definitions — the more detail the better."* If **yes** → capture values in full. Use them in the WED's "Why you belong here" section and generate a complete values interview round in the plan. If **no** → skip values language in both documents. **Sample format to share if they're unsure:** ``` Value: Overachiever Fever Definition: We're overachievers — we don't know any other way. Sub-behaviors: Pride in Work, Proactive, Above & Beyond What it is NOT: Burnout culture. Going rogue. Just meeting goals. ``` --- ## PART 3: LEVEL CALIBRATION Use across both documents — WED language, competency depth, and question complexity all scale with level. | Level | Profile | |-------|---------| | IC1 | Entry-level. Task-focused. Needs significant guidance. Probe for potential and coachability. | | IC2 | Developing. Executing with moderate independence. Beginning to own workstreams. | | IC3 | Mid-level. Independently owns outcomes. Cross-functional collaboration. Mentors juniors. | | IC4 | Senior. Sets direction within their domain. Influences org-wide decisions. Deep expertise. | | M3 | First-line manager. Leads a small team (2–6). Player-coach. Still very hands-on. | | M4 | Manager/Senior Manager. Manages managers or senior ICs. Strategic and operational. | | M5 | Director. Owns a function or significant portion of one. Org design and strategy. | | M8 | VP / C-Suite. Sets vision. Manages directors/VPs. External-facing. Board/investor exposure. | **Competency count rule:** - IC1, IC2, IC3 → **2 competency interviews** - IC4, M3, M4, M5, M8 → **3 competency interviews** --- ## DOCUMENT 1: WORK EXPERIENCE DESCRIPTION Write all sections in second person ("you will…", "you'll…"). Warm, direct, human. No corporate jargon. No bullet starting with "Responsible for." --- ### [ROLE TITLE] — Work Experience Description *(formerly known as: Job Description)* **[Company Name]** · [Department] · [Location] · [Level] --- #### Company Summary 2–3 sentences: mission, what they build or do, what makes them distinct. If values were shared, close with a culture sentence. --- #### What your experience will be *(The work I do · The people I work with · The technology I use · The places I work)* 3–4 sentences covering: - Department/team and key collaborators - Who they report to (include the one-sentence description) - Who they manage, if applicable - Location and tools/tech that enable their work Calibrate scope: IC1–IC2 = execution-focused; IC3–IC4 = outcome ownership; M3–M4 = team leadership; M5–M8 = organizational impact. --- #### Why you belong here and how you will grow *(The sense of belonging · How I grow as a human · The organization I work for)* 2–3 sentences on: - Team culture and how belonging is built on this specific team - Skills, exposure, and experiences they'll gain in this role - If values were provided: how this role connects to those values specifically Avoid generic phrases ("fast-paced," "dynamic team"). Be specific. --- #### What success looks like *(The work I do)* 5–8 bullets of responsibilities and outcomes. Frame as outcomes, not duties. Action verbs throughout. Calibrate: - IC1–IC2: tasks, deliverables, execution cadence - IC3–IC4: outcomes owned, cross-functional influence, quality bar raised - M3–M4: team performance, hiring, culture-building, stakeholder management - M5–M8: org design, strategy, business impact, external relationships --- #### What you will bring *(The work I do)* **Required:** - Years of experience (calibrated to level) - Management experience (if applicable) - Education (only if genuinely required) - Key technical skills or domain expertise - 2–3 behavioral traits that matter for success in this specific role **Nice to have:** - 2–4 additional qualifications that strengthen but don't block candidacy Keep requirements realistic. Separate must-have from would-be-great. --- #### How this work affects your life *(How work affects my life)* 4–6 bullets: - Work arrangement and what it enables - Compensation (use range if provided; otherwise "competitive, reflective of level and impact") - Benefits highlights (ask user to provide or use common tech company benefits as placeholder) - Wellbeing and sustainability framing - How this role will shape them as a professional and person --- #### Compensation Structure ``` HR Level: [level] Base Compensation: [range or TBD] Equity: [if applicable] Commission: [if applicable] Requisition Number: [TBD] ``` --- ## DOCUMENT 2: INTERVIEW PLAN After completing the WED, say: *"Here's the Interview Plan for this role."* Then generate immediately — no need to re-ask for inputs. --- ### [ROLE TITLE] — Interview Plan **Level:** [Level] | **Job Family:** [Family] | **Hiring Manager:** [Name] --- #### Round 1 — Recruiter Screen (30 min) Goal: Qualify fit on role basics, logistics, and motivation before investing manager time. Generate 8–10 questions covering: - Career trajectory and what's driving the search right now - Relevant experience snapshot for this specific role - Logistics: location, compensation expectations, timeline, active processes - Motivation: why this company, why this role, why now - 1–2 role-specific qualifying questions calibrated to level and job family Questions should feel conversational, not interrogative. --- #### Round 2 — Hiring Manager Interview (45–60 min) Goal: Assess strategic fit, depth of experience, thinking style, and cultural alignment. Generate 8–10 questions covering: - Depth in the most critical functional area for this role - Philosophy and judgment — how they think, not just what they've done - Cross-functional or stakeholder dynamics relevant to this role - What they want to build or accomplish in this role - What they'd want to know about the company before deciding M4+ questions should probe strategic thinking and organizational impact, not individual execution. --- #### Round 3 — Competency Interviews For each of the 3 competencies named (or 2 if below IC4), generate a full block: ``` Competency [N]: [Name] Interviewer(s): [Name / TBD] | Length: 45–60 min Goal: [One sentence — what this competency assesses and why it matters for this role] Questions: 1. [Behavioral — "Tell me about a time…"] 2. [Behavioral — different angle on the same competency] 3. [Situational — "Imagine you're in a situation where…"] 4. [Depth probe — follows up on what a strong answer would surface] 5. [Case or hypothetical relevant to this job family — optional] Scorecard: [ ] Strong Yes (4) — [What a 4 looks like for this competency at this level] [ ] Yes (3) — [What a 3 looks like] [ ] No (2) — [What a --- #### Values Interview (30 min) — *only if values were provided* **Interviewer(s):** [Recommend someone who deeply embodies the values — not the hiring manager] **Goal:** Assess whether demonstrated behaviors align with company values, separate from functional competency. For each value, generate: - 1 behavioral question (past experience that surfaces the value) - 1 situational question (judgment call or hypothetical that tests the nuanced version) **Values question rules:** - Probe behavior, not opinion — "Tell me about a time…" not "Do you value…" - Each question targets a specific sub-behavior from the value definition - At least one question per value should test the "what it is NOT" boundary - Questions should make the candidate think, not confirm what they think you want to hear **Scoring note to include:** *"Score each value 1–5. A 3 means 'I can see this person living this value.' A 5 means 'This person is a role model for this value.'"* --- #### Round 4 — Executive Interview (30–45 min) **Interviewer(s):** [Senior leader / CEO / TBD] **Goal:** Final bar raise, culture check, and executive presence assessment for senior roles. Generate 4–5 questions calibrated to level: - IC1–IC3: career vision, learning orientation, mission alignment - IC4–M4: leadership presence, business acumen, what they'd change or build - M5–M8: org vision, stakeholder management, what they need to succeed, how they've made multi-year bets --- #### Role Exercise *(if applicable)* ``` Exercise Design Principles: - Reflect the actual day-to-day of this role - Target each competency — candidates should demonstrate, not just describe - Hypothetical scenario only — never use a current company problem - Time limit: 2–3 hours (absolute maximum 4 hours) - Include a presentation component for M3 and above Suggested exercise for this role: [Generate a 2–3 sentence exercise brief based on role, job family, and level] Scoring dimensions: - Strategic thinking: does the answer show system-level reasoning? - Quality of work product: is it polished and well-organized? - Communication: can they explain their thinking clearly? - Competency signal: does it demonstrate the top competency for this role? ``` --- #### Master Candidate Scorecard ``` CANDIDATE SCORECARD — [ROLE TITLE] Candidate name: ___________________________ Interview date: ___________________________ | Round | Interviewer | Score (1–5) | Recommendation | |------------------------------------|-------------|-------------|---------------------| | Round 1 — Recruiter screen | | | Yes / No / Maybe | | Round 2 — HM interview | | | Yes / No / Maybe | | Competency 1: [name] | | | Yes / No / Maybe | | Competency 2: [name] | | | Yes / No / Maybe | | Competency 3: [name] (if applicable)| | | Yes / No / Maybe | | Values interview (if applicable) | | | Yes / No / Maybe | | Round 4 — Executive | | | Yes / No / Maybe | | Exercise (if applicable) | | | Yes / No / Maybe | Overall recommendation: [ ] Strong Yes [ ] Yes [ ] No [ ] Strong No Hire rationale (2–3 sentences): ________________________________________________________________ Key risks or development areas: ________________________________________________________________ ``` --- ## Question Bank Reference (draw from when generating questions) Adapt to the specific role — never copy verbatim without tailoring. **Sales (IC1–IC2):** Tell me about a time things didn't go your way and how you responded. / Tell me about a time you had to be persistent to get someone's attention. / What would success look like in this role in your first 90 days? / Tell me about managing multiple priorities with little direction. **Sales (IC3–IC4):** Walk me through the most successful steps you took to land your most significant deal. / Tell me about the key stakeholders in your last sales process and how you managed each persona. / Have you ever asked a prospect who didn't buy to explain why you lost? What did you learn? / Tell me about turning a deal from no to yes. **Engineering (M4):** How do you build and maintain relationships with your reports? / How do you get a team into high-performance mode? / Have you ever let someone go? How did you determine and communicate it? / How do you manage stakeholder expectations when technical timelines shift? **People Operations (M8):** Convince me you are an effective change agent — give me a specific example. / How do you think about your role relative to your executive counterparts? / How would you design the optimal talent acquisition function for a company at our stage? / How do you measure whether L&D is actually working? **Product (IC3):** Tell me about a product where success depended on deep collaboration with a non-technical team. / Describe a disagreement with a designer on a product decision — how did you move forward? / Walk me through how you prioritize when everything is urgent and resources are constrained. **Creative / Marketing (M4):** Walk me through a brand you've created or significantly changed. / How do you make messaging unexpected and memorable when customers expect consistency? / Tell me about a time your work didn't sell — what happened and what did you do next? **General behavioral (all levels):** Tell me about a time you had to go off the beaten path to solve a problem. / Describe a situation that challenged you in a way you didn't expect. / Tell me about a time you had to manage up — communicating a risk or problem to leadership before it became one. --- ## Pave Job Family Reference Use to help users identify their job family: Account Management · Accounting · Administration · Brand Marketing · Business Development · Business Operations · Communications and PR · Community Operations · Content Marketing · Copywriting · Customer Success · Customer Success Engineering · Customer Support · Customer Support Engineering · Data Engineering · Data Science · DevOps Engineering · Executive Assistance · Finance · Growth Marketing · Hardware Engineering · Industrial Design · IT · Legal · Machine Learning · Manufacturing · Marketing · Mechanical Engineering · Media Production · Office Management · People Operations · Product Design · Product Management · Product Marketing · Professional Services · Project/Program Management · QA Engineering · Recruiting · Restaurant Operations · Sales · Sales Engineering · Sales Operations · Security Engineering · Software Engineering · Solutions Engineering · Supply Chain