opencode-knowledge-work 0.0.0-stage → 0.1.0

package/content/finance/skills/finance-variance-analysis/SKILL.md

@@ -0,0 +1,266 @@
+---
+name: variance-analysis
+description: Decompose financial variances into drivers with narrative explanations and waterfall analysis. Use when analyzing budget vs. actual, period-over-period changes, revenue or expense variances, or preparing variance commentary for leadership.
+argument-hint: "<line item> <period> vs <comparison>"
+---
+
+# Variance Analysis
+
+**Important**: This skill assists with variance analysis workflows but does not provide financial advice. All analyses should be reviewed by qualified financial professionals before use in reporting.
+
+Techniques for decomposing variances, materiality thresholds, narrative generation, waterfall chart methodology, and budget vs actual vs forecast comparisons.
+
+## Variance Decomposition Techniques
+
+### Price / Volume Decomposition
+
+The most fundamental variance decomposition. Used for revenue, cost of goods, and any metric that can be expressed as Price x Volume.
+
+**Formula:**
+```
+Total Variance = Actual - Budget (or Prior)
+
+Volume Effect  = (Actual Volume - Budget Volume) x Budget Price
+Price Effect   = (Actual Price - Budget Price) x Actual Volume
+Mix Effect     = Residual (interaction term), or allocated proportionally
+
+Verification:  Volume Effect + Price Effect = Total Variance
+               (when mix is embedded in the price/volume terms)
+```
+
+**Three-way decomposition (separating mix):**
+```
+Volume Effect = (Actual Volume - Budget Volume) x Budget Price x Budget Mix
+Price Effect  = (Actual Price - Budget Price) x Budget Volume x Actual Mix
+Mix Effect    = Budget Price x Budget Volume x (Actual Mix - Budget Mix)
+```
+
+**Example — Revenue variance:**
+- Budget: 10,000 units at $50 = $500,000
+- Actual: 11,000 units at $48 = $528,000
+- Total variance: +$28,000 favorable
+  - Volume effect: +1,000 units x $50 = +$50,000 (favorable — sold more units)
+  - Price effect: -$2 x 11,000 units = -$22,000 (unfavorable — lower ASP)
+  - Net: +$28,000
+
+### Rate / Mix Decomposition
+
+Used when analyzing blended rates across segments with different unit economics.
+
+**Formula:**
+```
+Rate Effect = Sum of (Actual Volume_i x (Actual Rate_i - Budget Rate_i))
+Mix Effect  = Sum of (Budget Rate_i x (Actual Volume_i - Expected Volume_i at Budget Mix))
+```
+
+**Example — Gross margin variance:**
+- Product A: 60% margin, Product B: 40% margin
+- Budget mix: 50% A, 50% B → Blended margin 50%
+- Actual mix: 40% A, 60% B → Blended margin 48%
+- Mix effect explains 2pp of margin compression
+
+### Headcount / Compensation Decomposition
+
+Used for analyzing payroll and people-cost variances.
+
+```
+Total Comp Variance = Actual Compensation - Budget Compensation
+
+Decompose into:
+1. Headcount variance    = (Actual HC - Budget HC) x Budget Avg Comp
+2. Rate variance         = (Actual Avg Comp - Budget Avg Comp) x Budget HC
+3. Mix variance          = Difference due to level/department mix shift
+4. Timing variance       = Hiring earlier/later than planned (partial-period effect)
+5. Attrition impact      = Savings from unplanned departures (partially offset by backfill costs)
+```
+
+### Spend Category Decomposition
+
+Used for operating expense analysis when price/volume is not applicable.
+
+```
+Total OpEx Variance = Actual OpEx - Budget OpEx
+
+Decompose by:
+1. Headcount-driven costs    (salaries, benefits, payroll taxes, recruiting)
+2. Volume-driven costs       (hosting, transaction fees, commissions, shipping)
+3. Discretionary spend       (travel, events, professional services, marketing programs)
+4. Contractual/fixed costs   (rent, insurance, software licenses, subscriptions)
+5. One-time / non-recurring  (severance, legal settlements, write-offs, project costs)
+6. Timing / phasing          (spend shifted between periods vs plan)
+```
+
+## Materiality Thresholds and Investigation Triggers
+
+### Setting Thresholds
+
+Materiality thresholds determine which variances require investigation and narrative explanation. Set thresholds based on:
+
+1. **Financial statement materiality:** Typically 1-5% of a key benchmark (revenue, total assets, net income)
+2. **Line item size:** Larger line items warrant lower percentage thresholds
+3. **Volatility:** More volatile line items may need higher thresholds to avoid noise
+4. **Management attention:** What level of variance would change a decision?
+
+### Recommended Threshold Framework
+
+| Comparison Type | Dollar Threshold | Percentage Threshold | Trigger |
+|----------------|-----------------|---------------------|---------|
+| Actual vs Budget | Organization-specific | 10% | Either exceeded |
+| Actual vs Prior Period | Organization-specific | 15% | Either exceeded |
+| Actual vs Forecast | Organization-specific | 5% | Either exceeded |
+| Sequential (MoM) | Organization-specific | 20% | Either exceeded |
+
+*Set dollar thresholds based on your organization's size. Common practice: 0.5%-1% of revenue for income statement items.*
+
+### Investigation Priority
+
+When multiple variances exceed thresholds, prioritize investigation by:
+
+1. **Largest absolute dollar variance** — biggest P&L impact
+2. **Largest percentage variance** — may indicate process issue or error
+3. **Unexpected direction** — variance opposite to trend or expectation
+4. **New variance** — item that was on track and is now off
+5. **Cumulative/trending variance** — growing each period
+
+## Narrative Generation for Variance Explanations
+
+### Structure for Each Variance Narrative
+
+```
+[Line Item]: [Favorable/Unfavorable] variance of $[amount] ([percentage]%)
+vs [comparison basis] for [period]
+
+Driver: [Primary driver description]
+[2-3 sentences explaining the business reason for the variance, with specific
+quantification of contributing factors]
+
+Outlook: [One-time / Expected to continue / Improving / Deteriorating]
+Action: [None required / Monitor / Investigate further / Update forecast]
+```
+
+### Narrative Quality Checklist
+
+Good variance narratives should be:
+
+- [ ] **Specific:** Names the actual driver, not just "higher than expected"
+- [ ] **Quantified:** Includes dollar and percentage impact of each driver
+- [ ] **Causal:** Explains WHY it happened, not just WHAT happened
+- [ ] **Forward-looking:** States whether the variance is expected to continue
+- [ ] **Actionable:** Identifies any required follow-up or decision
+- [ ] **Concise:** 2-4 sentences, not a paragraph of filler
+
+### Common Narrative Anti-Patterns to Avoid
+
+- "Revenue was higher than budget due to higher revenue" (circular — no actual explanation)
+- "Expenses were elevated this period" (vague — which expenses? why?)
+- "Timing" without specifying what was early/late and when it will normalize
+- "One-time" without explaining what the item was
+- "Various small items" for a material variance (must decompose further)
+- Focusing only on the largest driver and ignoring offsetting items
+
+## Waterfall Chart Methodology
+
+### Concept
+
+A waterfall (or bridge) chart shows how you get from one value to another through a series of positive and negative contributors. Used to visualize variance decomposition.
+
+### Data Structure
+
+```
+Starting value:  [Base/Budget/Prior period amount]
+Drivers:         [List of contributing factors with signed amounts]
+Ending value:    [Actual/Current period amount]
+
+Verification:    Starting value + Sum of all drivers = Ending value
+```
+
+### Text-Based Waterfall Format
+
+When a charting tool is not available, present as a text waterfall:
+
+```
+WATERFALL: Revenue — Q4 Actual vs Q4 Budget
+
+Q4 Budget Revenue                                    $10,000K
+  |
+  |--[+] Volume growth (new customers)               +$800K
+  |--[+] Expansion revenue (existing customers)      +$400K
+  |--[-] Price reductions / discounting               -$200K
+  |--[-] Churn / contraction                          -$350K
+  |--[+] FX tailwind                                  +$50K
+  |--[-] Timing (deals slipped to Q1)                 -$150K
+  |
+Q4 Actual Revenue                                    $10,550K
+
+Net Variance: +$550K (+5.5% favorable)
+```
+
+### Bridge Reconciliation Table
+
+Complement the waterfall with a reconciliation table:
+
+| Driver | Amount | % of Variance | Cumulative |
+|--------|--------|---------------|------------|
+| Volume growth | +$800K | 145% | +$800K |
+| Expansion revenue | +$400K | 73% | +$1,200K |
+| Price reductions | -$200K | -36% | +$1,000K |
+| Churn / contraction | -$350K | -64% | +$650K |
+| FX tailwind | +$50K | 9% | +$700K |
+| Timing (deal slippage) | -$150K | -27% | +$550K |
+| **Total variance** | **+$550K** | **100%** | |
+
+*Note: Percentages can exceed 100% for individual drivers when there are offsetting items.*
+
+### Waterfall Best Practices
+
+1. Order drivers from largest positive to largest negative (or in logical business sequence)
+2. Keep to 5-8 drivers maximum — aggregate smaller items into "Other"
+3. Verify the waterfall reconciles (start + drivers = end)
+4. Color-code: green for favorable, red for unfavorable (in visual charts)
+5. Label each bar with both the amount and a brief description
+6. Include a "Total Variance" summary bar
+
+## Budget vs Actual vs Forecast Comparisons
+
+### Three-Way Comparison Framework
+
+| Metric | Budget | Forecast | Actual | Bud Var ($) | Bud Var (%) | Fcast Var ($) | Fcast Var (%) |
+|--------|--------|----------|--------|-------------|-------------|---------------|---------------|
+| Revenue | $X | $X | $X | $X | X% | $X | X% |
+| COGS | $X | $X | $X | $X | X% | $X | X% |
+| Gross Profit | $X | $X | $X | $X | X% | $X | X% |
+
+### When to Use Each Comparison
+
+- **Actual vs Budget:** Annual performance measurement, compensation decisions, board reporting. Budget is set at the beginning of the year and typically not changed.
+- **Actual vs Forecast:** Operational management, identifying emerging issues. Forecast is updated periodically (monthly or quarterly) to reflect current expectations.
+- **Forecast vs Budget:** Understanding how expectations have changed since planning. Useful for identifying planning accuracy issues.
+- **Actual vs Prior Period:** Trend analysis, sequential performance. Useful when budget is not meaningful (new business lines, post-acquisition).
+- **Actual vs Prior Year:** Year-over-year growth analysis, seasonality-adjusted comparison.
+
+### Forecast Accuracy Analysis
+
+Track how accurate forecasts are over time to improve planning:
+
+```
+Forecast Accuracy = 1 - |Actual - Forecast| / |Actual|
+
+MAPE (Mean Absolute Percentage Error) = Average of |Actual - Forecast| / |Actual| across periods
+```
+
+| Period | Forecast | Actual | Variance | Accuracy |
+|--------|----------|--------|----------|----------|
+| Jan    | $X       | $X     | $X (X%)  | XX%      |
+| Feb    | $X       | $X     | $X (X%)  | XX%      |
+| ...    | ...      | ...    | ...      | ...      |
+| **Avg**|          |        | **MAPE** | **XX%**  |
+
+### Variance Trending
+
+Track how variances evolve over the year to identify systematic bias:
+
+- **Consistently favorable:** Budget may be too conservative (sandbagging)
+- **Consistently unfavorable:** Budget may be too aggressive or execution issues
+- **Growing unfavorable:** Deteriorating performance or unrealistic targets
+- **Shrinking variance:** Forecast accuracy improving through the year (normal pattern)
+- **Volatile:** Unpredictable business or poor forecasting methodology

package/content/human-resources/.mcp.json

@@ -0,0 +1,28 @@
+{
+  "mcpServers": {
+    "slack": {
+      "type": "http",
+      "url": "https://mcp.slack.com/mcp",
+      "oauth": {
+        "clientId": "1601185624273.8899143856786",
+        "callbackPort": 3118
+      }
+    },
+    "google calendar": {
+      "type": "http",
+      "url": ""
+    },
+    "gmail": {
+      "type": "http",
+      "url": ""
+    },
+    "notion": {
+      "type": "http",
+      "url": "https://mcp.notion.com/mcp"
+    },
+    "atlassian": {
+      "type": "http",
+      "url": "https://mcp.atlassian.com/v1/mcp"
+    }
+  }
+}

package/content/human-resources/CONNECTORS.md

@@ -0,0 +1,19 @@
+# Connectors
+
+## How tool references work
+
+Plugin files use `~~category` as a placeholder for whatever tool the user connects in that category. For example, `~~HRIS` might mean Workday, BambooHR, or any other HRIS with an MCP server.
+
+Plugins are **tool-agnostic** — they describe workflows in terms of categories (HRIS, ATS, email, etc.) rather than specific products. The `.mcp.json` pre-configures specific MCP servers, but any MCP server in that category works.
+
+## Connectors for this plugin
+
+| Category | Placeholder | Included servers | Other options |
+|----------|-------------|-----------------|---------------|
+| ATS | `~~ATS` | — | Greenhouse, Lever, Ashby, Workable |
+| Calendar | `~~calendar` | Google Calendar | Microsoft 365 |
+| Chat | `~~chat` | Slack | Microsoft Teams |
+| Email | `~~email` | Gmail, Microsoft 365 | — |
+| HRIS | `~~HRIS` | — | Workday, BambooHR, Rippling, Gusto |
+| Knowledge base | `~~knowledge base` | Notion, Atlassian (Confluence) | Guru, Coda |
+| Compensation data | `~~compensation data` | — | Pave, Radford, Levels.fyi |

package/content/human-resources/README.md

@@ -0,0 +1,138 @@
+# HR Plugin
+
+A people operations plugin primarily designed for [Cowork](https://claude.com/product/cowork), Anthropic's agentic desktop application — though it also works in Claude Code. Helps with recruiting, onboarding, performance management, policy guidance, and compensation analysis. Works with any HR team — standalone with your input, supercharged when you connect your HRIS, ATS, and other tools.
+
+## Installation
+
+```bash
+claude plugin marketplace add anthropics/knowledge-work-plugins
+claude plugin install human-resources@knowledge-work-plugins
+```
+
+## Commands
+
+Explicit workflows you invoke with a slash command:
+
+| Command | Description |
+|---|---|
+| `/draft-offer` | Draft an offer letter with compensation details, start date, and terms |
+| `/onboarding` | Generate an onboarding checklist and first-week plan for a new hire |
+| `/performance-review` | Structure a performance review — self-assessment prompts, manager template, calibration prep |
+| `/policy-lookup` | Find and explain company policies — PTO, benefits, expense, travel, remote work |
+| `/comp-analysis` | Analyze compensation data — benchmarking, band placement, equity refresh modeling |
+| `/people-report` | Generate headcount, attrition, diversity, or org health reports |
+
+All commands work **standalone** (provide context and details) and get **supercharged** with MCP connectors.
+
+## Skills
+
+Domain knowledge Claude uses automatically when relevant:
+
+| Skill | Description |
+|---|---|
+| `recruiting-pipeline` | Track and manage recruiting pipeline — source, screen, interview, offer stages |
+| `employee-handbook` | Answer questions about company policies, benefits, and procedures |
+| `compensation-benchmarking` | Benchmark compensation against market data — base, equity, total comp |
+| `org-planning` | Headcount planning, org design, and team structure optimization |
+| `people-analytics` | Analyze workforce data — attrition trends, engagement signals, diversity metrics |
+| `interview-prep` | Create structured interview plans — competency-based questions, scorecards, debrief templates |
+
+## Example Workflows
+
+### Drafting an Offer
+
+```
+/draft-offer
+```
+
+Tell me the role, level, location, and comp details. Get a complete offer letter draft with terms, equity breakdown, and benefits summary.
+
+### Onboarding a New Hire
+
+```
+/onboarding
+```
+
+Provide the new hire's name, role, team, and start date. Get a comprehensive onboarding checklist, first-week calendar, tool access list, and buddy assignment template.
+
+### Preparing for Performance Reviews
+
+```
+/performance-review
+```
+
+Get templates for self-assessments, manager reviews, and calibration. I'll help structure feedback that's specific, actionable, and fair.
+
+### Understanding Benefits
+
+Just ask naturally:
+```
+What's our parental leave policy?
+```
+
+The `employee-handbook` skill triggers automatically and searches your connected knowledge base for the answer.
+
+### Compensation Benchmarking
+
+```
+/comp-analysis
+```
+
+Upload comp data or describe your bands. Get market comparisons, band placement analysis, and recommendations for adjustments.
+
+## Standalone + Supercharged
+
+Every command and skill works without any integrations:
+
+| What You Can Do | Standalone | Supercharged With |
+|-----------------|------------|-------------------|
+| Draft offers | Provide details manually | HRIS, ATS for auto-fill |
+| Onboarding checklists | Describe your process | HRIS, Knowledge base for templates |
+| Performance reviews | Manual input | HRIS for review history |
+| Policy lookup | Paste handbook content | Knowledge base |
+| Comp analysis | Upload CSV, describe bands | Compensation data MCP |
+| People reports | Upload data | HRIS for live data |
+
+## MCP Integrations
+
+> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](CONNECTORS.md).
+
+Connect your tools for a richer experience:
+
+| Category | Examples | What It Enables |
+|---|---|---|
+| **HRIS** | Workday, BambooHR, Rippling | Employee data, org structure, PTO balances |
+| **ATS** | Greenhouse, Lever, Ashby | Candidate pipeline, interview schedules, offer tracking |
+| **Compensation** | Pave, Radford | Market benchmarks, comp band data |
+| **Chat** | Slack, Teams | Team announcements, candidate coordination |
+| **Calendar** | Google Calendar, Microsoft 365 | Interview scheduling, onboarding calendar |
+| **Email** | Gmail, Microsoft 365 | Offer letters, candidate communications |
+
+See [CONNECTORS.md](CONNECTORS.md) for the full list of supported integrations.
+
+## Settings
+
+Create a `settings.local.json` file to personalize:
+
+- **Cowork**: Save it in any folder you've shared with Cowork (via the folder picker). The plugin finds it automatically.
+- **Claude Code**: Save it at `human-resources/.claude/settings.local.json`.
+
+```json
+{
+  "company": "Your Company",
+  "headquarters": "City, State",
+  "employeeCount": 500,
+  "benefits": {
+    "healthInsurance": "Provider Name",
+    "pto": "Unlimited / X days",
+    "parentalLeave": "X weeks"
+  },
+  "compensation": {
+    "currency": "USD",
+    "equityType": "RSU / Options",
+    "vestingSchedule": "4 years, 1 year cliff"
+  }
+}
+```
+
+The plugin will ask you for this information interactively if it's not configured.

package/content/human-resources/skills/human-resources-comp-analysis/SKILL.md

@@ -0,0 +1,92 @@
+---
+name: comp-analysis
+description: Analyze compensation — benchmarking, band placement, and equity modeling. Trigger with "what should we pay a [role]", "is this offer competitive", "model this equity grant", or when uploading comp data to find outliers and retention risks.
+argument-hint: "<role, level, or dataset>"
+---
+
+# /comp-analysis
+
+> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
+
+Analyze compensation data for benchmarking, band placement, and planning. Helps benchmark compensation against market data for hiring, retention, and equity planning.
+
+## Usage
+
+```
+/comp-analysis $ARGUMENTS
+```
+
+## What I Need From You
+
+**Option A: Single role analysis**
+"What should we pay a Senior Software Engineer in SF?"
+
+**Option B: Upload comp data**
+Upload a CSV or paste your comp bands. I'll analyze placement, identify outliers, and compare to market.
+
+**Option C: Equity modeling**
+"Model a refresh grant of 10K shares over 4 years at a $50 stock price."
+
+## Compensation Framework
+
+### Components of Total Compensation
+- **Base salary**: Cash compensation
+- **Equity**: RSUs, stock options, or other equity
+- **Bonus**: Annual target bonus, signing bonus
+- **Benefits**: Health, retirement, perks (harder to quantify)
+
+### Key Variables
+- **Role**: Function and specialization
+- **Level**: IC levels, management levels
+- **Location**: Geographic pay adjustments
+- **Company stage**: Startup vs. growth vs. public
+- **Industry**: Tech vs. finance vs. healthcare
+
+### Data Sources
+- **With ~~compensation data**: Pull verified benchmarks
+- **Without**: Use web research, public salary data, and user-provided context
+- Always note data freshness and source limitations
+
+## Output
+
+Provide percentile bands (25th, 50th, 75th, 90th) for base, equity, and total comp. Include location adjustments and company-stage context.
+
+```markdown
+## Compensation Analysis: [Role/Scope]
+
+### Market Benchmarks
+| Percentile | Base | Equity | Total Comp |
+|------------|------|--------|------------|
+| 25th | $[X] | $[X] | $[X] |
+| 50th | $[X] | $[X] | $[X] |
+| 75th | $[X] | $[X] | $[X] |
+| 90th | $[X] | $[X] | $[X] |
+
+**Sources:** [Web research, compensation data tools, or user-provided data]
+
+### Band Analysis (if data provided)
+| Employee | Current Base | Band Min | Band Mid | Band Max | Position |
+|----------|-------------|----------|----------|----------|----------|
+| [Name] | $[X] | $[X] | $[X] | $[X] | [Below/At/Above] |
+
+### Recommendations
+- [Specific compensation recommendations]
+- [Equity considerations]
+- [Retention risks if applicable]
+```
+
+## If Connectors Available
+
+If **~~compensation data** is connected:
+- Pull verified market benchmarks by role, level, and location
+- Compare your bands against real-time market data
+
+If **~~HRIS** is connected:
+- Pull current employee comp data for band analysis
+- Identify outliers and retention risks automatically
+
+## Tips
+
+1. **Location matters** — Always specify location for benchmarking. SF vs. Austin vs. London are very different.
+2. **Total comp, not just base** — Include equity, bonus, and benefits for a complete picture.
+3. **Keep data confidential** — Comp data is sensitive. Results stay in your conversation.

package/content/human-resources/skills/human-resources-draft-offer/SKILL.md

@@ -0,0 +1,82 @@
+---
+name: draft-offer
+description: Draft an offer letter with comp details and terms. Use when a candidate is ready for an offer, assembling a total comp package (base, equity, signing bonus), writing the offer letter text itself, or prepping negotiation guidance for the hiring manager.
+argument-hint: "<role and level>"
+---
+
+# /draft-offer
+
+> If you see unfamiliar placeholders or need to check which tools are connected, see [CONNECTORS.md](../../CONNECTORS.md).
+
+Draft a complete offer letter for a new hire.
+
+## Usage
+
+```
+/draft-offer $ARGUMENTS
+```
+
+## What I Need From You
+
+- **Role and title**: What position?
+- **Level**: Junior, Mid, Senior, Staff, etc.
+- **Location**: Where will they be based? (affects comp and benefits)
+- **Compensation**: Base salary, equity, signing bonus (if applicable)
+- **Start date**: When should they start?
+- **Hiring manager**: Who will they report to?
+
+If you don't have all details, I'll help you think through them.
+
+## Output
+
+```markdown
+## Offer Letter Draft: [Role] — [Level]
+
+### Compensation Package
+| Component | Details |
+|-----------|---------|
+| **Base Salary** | $[X]/year |
+| **Equity** | [X shares/units], [vesting schedule] |
+| **Signing Bonus** | $[X] (if applicable) |
+| **Target Bonus** | [X]% of base (if applicable) |
+| **Total First-Year Comp** | $[X] |
+
+### Terms
+- **Start Date**: [Date]
+- **Reports To**: [Manager]
+- **Location**: [Office / Remote / Hybrid]
+- **Employment Type**: [Full-time, Exempt]
+
+### Benefits Summary
+[Key benefits highlights relevant to the candidate]
+
+### Offer Letter Text
+
+Dear [Candidate Name],
+
+We are pleased to offer you the position of [Title] at [Company]...
+
+[Complete offer letter text]
+
+### Notes for Hiring Manager
+- [Negotiation guidance if needed]
+- [Comp band context]
+- [Any flags or considerations]
+```
+
+## If Connectors Available
+
+If **~~HRIS** is connected:
+- Pull comp band data for the level/role
+- Verify headcount approval
+- Auto-populate benefits details
+
+If **~~ATS** is connected:
+- Pull candidate details from the application
+- Update offer status in the pipeline
+
+## Tips
+
+1. **Include total comp** — Candidates compare total compensation, not just base.
+2. **Be specific about equity** — Share count, current valuation method, vesting schedule.
+3. **Personalize** — Reference something from the interview process to make it warm.

package/content/human-resources/skills/human-resources-interview-prep/SKILL.md

@@ -0,0 +1,37 @@
+---
+name: interview-prep
+description: Create structured interview plans with competency-based questions and scorecards. Trigger with "interview plan for", "interview questions for", "how should we interview", "scorecard for", or when the user is preparing to interview candidates.
+---
+
+# Interview Prep
+
+Create structured interview plans to evaluate candidates consistently and fairly.
+
+## Interview Design Principles
+
+1. **Structured**: Same questions for all candidates in the role
+2. **Competency-based**: Map questions to specific skills and behaviors
+3. **Evidence-based**: Use behavioral and situational questions
+4. **Diverse panel**: Multiple perspectives reduce bias
+5. **Scored**: Use rubrics, not gut feelings
+
+## Interview Plan Components
+
+### Role Competencies
+Define 4-6 key competencies for the role (e.g., technical skills, communication, leadership, problem-solving).
+
+### Question Bank
+For each competency, provide:
+- 2-3 behavioral questions ("Tell me about a time...")
+- 1-2 situational questions ("How would you handle...")
+- Follow-up probes
+
+### Scorecard
+Rate each competency on a consistent scale (1-4) with clear descriptions of what each level looks like.
+
+### Debrief Template
+Structured format for interviewers to share findings and make a decision.
+
+## Output
+
+Produce a complete interview kit: panel assignment (who interviews for what), question bank by competency, scoring rubric, and debrief template.