Hiring

Official · updated Nov 4, 2026 · v1.0.1

Designs a time-boxed work sample that mirrors the real job, with a candidate brief, a 4-level rubric, an accommodations line, and no free consulting.

When to use it

• You want a take-home or skills test for a role
• You want to check whether an existing take-home is fair and the right length

What you give it

• The role and 2 to 4 skills to test
• A real task that can be made safe
• Who scores it and when

What you get

Internal design notes, a candidate brief with time box and accommodations line, and a scoring rubric.

Changelog

• v1.0.1 · Nov 4, 2026 · Example: the Outstanding escalation level now passes both clinical tickets, medication and symptom, to the nurse.
• v1.0.0 · Nov 4, 2026 · First release.

Sources

1. Work Samples and Simulations (US Office of Personnel Management) (2026-11-04)
2. Navigating Take-Home Assignments for Effective and Equitable Hiring (RecruitingDaily, Liz Kofman-Burns) (2026-11-04)
3. A guide to structured interviewing for better hiring practices - Google re:Work (2026-11-04)
4. Job Applicants and the ADA | U.S. Equal Employment Opportunity Commission (2026-11-04)

Related skills

• Structured interview scorecard Builds a structured interview scorecard: 4 to 6 job-related competencies, 1 to 4 behavioral anchors, evidence fields and a hire/no-hire rule set in advance.
• Structured interview questions Writes behavioral and situational interview questions mapped to competencies, with prepared probes, strong and weak answers, and a never-ask list.
• Role intake and scorecard Runs the hiring-manager intake and turns it into a role scorecard: mission, measurable outcomes, 5 or fewer must-haves, level, deal breakers, loop and sourcing plan.
• Candidate rejection email by stage Writes respectful rejection emails for each hiring stage, with optional job-related feedback and an honest door line; reasons are flagged for HR.

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