qa-hiring

Action-taking orchestrator that runs the post-interview panel calibration loop for a QA hiring decision - collects each interviewer's rubric-anchored evidence, surfaces score disagreements per the calibration guide, flags bias language, drives the panel to a documented hire / no-hire recommendation, and writes the decision document. Distinct from `calibration-guide-author` (authors the guide material before interviews) and `hiring-rubric-author` (authors the scoring scaffold); this agent runs the live debrief after interviews are complete and a panel must converge. Use when a QA interview round is complete and the panel needs to produce a defensible, rubric-anchored hiring decision.

Build-an-X workflow that produces an interviewer calibration guide for a QA hiring loop - takes the question bank and rubric (from sibling skills `interview-question-author` and `hiring-rubric-author`) plus 2-5 sample candidate transcripts/responses, and emits gold-standard model answers, common pitfalls, score-anchor examples per question, and a calibration-session script for the panel. Distinct from the question and rubric skills (which produce the questions and the scoring scaffold); this skill produces the **demonstration material** that brings two interviewers' scores into agreement. Use after the rubric exists and before the first real candidate - the calibration guide is what closes the inter-rater-reliability gap that the rubric alone cannot.

Build-an-X workflow that produces a per-role QA hiring rubric - takes a role description (manual QA / SDET / automation engineer / test lead / quality manager) plus the question bank from `interview-question-author` and emits a competency-anchored scoring rubric with 4-level behavioral anchors (no-hire / borderline / hire / strong-hire) per competency. Distinct from `interview-question-author` (sibling skill that produces the questions) and from `calibration-guide-author` (sibling that produces the gold-standard answer guide). Use after the question bank exists and before the first interview is scheduled - the rubric is what brings interviewer scoring into agreement.

Build-an-X workflow that produces a QA-role-specific interview question bank - takes a role description (manual QA / SDET / automation engineer / test lead / quality manager) plus competency model and emits a structured question bank covering technical, behavioral (STAR-format), scenario-based, and system-design dimensions, classified by ISTQB-canonical competency areas and Bloom's taxonomy difficulty levels. Distinct from `hiring-rubric-author` (sibling skill that produces the scoring rubric) and `calibration-guide-author` (sibling that produces the gold-standard answer guide). Use as the first artifact a hiring manager produces when opening a QA / test role, before scheduling the first interview.

Build-an-X workflow that produces a 30-60-90 day onboarding plan for a newly hired QA engineer - takes seniority level (junior / mid / senior / lead) plus the team's hiring rubric and emits phase-gated ramp milestones, competency targets mapped to the rubric axes, mentor cadence, and success criteria per phase. Distinct from `calibration-guide-author` (which closes the interview loop before hire) and `hiring-rubric-author` (which scores candidates during the loop); this skill produces the post-hire ramp artifact. Use when a QA engineer has been hired and the hiring manager or team lead needs a structured first-90-days plan before the new hire's start date.